You wake up before dawn to get an early start fishing, because everyone knows the fish are biting at dawn. You arrive at the lake, top of the line fishing gear and excitement in hand, ready to catch a humongous fish. Minutes turn to hours, and suddenly the day is gone without a single bite. You timed the trip perfectly, bought the most expensive pole and proper bait, but the lake was simply fishless. Take that same example and apply it to sourcing for diversity hiring. Oftentimes, hiring managers and recruiters will invest in diversity hiring sources that don’t supply any results, because they’re not fishing where the fish, or where the candidates in this case, actually go to find employment opportunities. The first question you should really ask yourself is, “Are my dream candidates looking for jobs where I’m sourcing my jobs?” If you cannot answer that with the utmost certainty or the answer is no, then you need to start questioning if that source is viable for your diversity hiring goals. Secondly, for true diversity, you need a whole net, not just a single fishing line! Understanding the job seeker is critical to diversity hiring. Oftentimes, diversity candidates, such as veterans, require additional assistance beyond their independent job search. So, if you’re posting to online job boards and not receiving any qualified veteran candidates, then quite possibly you need to reevaluate your source and understand where your qualified job seekers go to look for employment opportunities. Knowing your job seeker and what challenges they face will lead you to the right hiring source.
Taking a closer look at veterans, for example, we typically know that veterans face barriers upon returning to the workforce and can significantly benefit from employment assistance when searching for the right job. Things like military skill translating, interview training, etc. are some things a veteran might be interested in. These candidates needing additional employment assistance may need one-on-one career assistance from an experienced professional who can translate military skills into civilian opportunities. You may want to consider sourcing where diversity candidates go to seek such assistance. It’s important to get to know your job seekers and source where your candidates are going, especially if these candidates need additional employment assistance like veterans. Just like fishing, your tools for diversity hiring can be useless if you’re not fishing where the diversity job seekers are.
Want to know how to source for diversity talent?
Download our free whitepaper:
5 Tips to Sourcing for Diversity Hiring