how to build an adaptive hiring strategy to attract diverse talent?

As the world navigates a tight labor market and looming recession, fostering a loyal and resilient workforce is paramount. Today, you’re exposed to a diverse workforce with changing needs. If you’re still relying on a one-size-fits-all approach, it’s time to reconsider. Adopting a more nuanced approach tailored for the needs of every type of employee can draw in a diverse pool of high-quality candidates.

As you expand your talent pool, it’s crucial to grasp candidates’ preferences and how they impact your hiring decisions. This knowledge allows you to adapt and appeal to groups with unique priorities.

why is an adaptable hiring strategy essential?

The importance of an adaptable hiring strategy cannot be overstated in today’s volatile talent market. An adaptive hiring strategy gives you the ability to pivot and adjust your recruitment strategies as per the changing market conditions and talent availability.

Our research highlights that strong management nurtures an equitable organization, a prominent driver for employees to choose you. When developing your talent strategy, you must accommodate the preferences of candidates and align your company’s identity with what prospective employees are looking for. An adaptable hiring strategy is designed exclusively to hire diverse talent and foster an inclusive workplace culture.

how to adapt recruitment and hiring to the needs of a diverse workforce?

By customizing your recruitment and hiring strategies to align with candidate preferences, you can forge a stronger and more meaningful connection. This doesn’t mean you must transform your hiring process entirely. Even small adjustments can yield significant results. For instance, implementing personalized outreach, offering remote interview options, and emphasizing the unique aspects of your company culture can make a world of difference in attracting and retaining top talent.

Here are some tips to help you connect with a diverse workforce across all demographics.

men vs. women

It's no surprise that men and women have differing priorities in the workplace. In a tough hiring market, fostering gender diversity may require a greater emphasis on meeting women's needs. This not only helps in nurturing a diverse workforce but also opens doors for workplace innovation. Our research shows that disparities regarding competitive compensation and other benefits exist for women. Furthermore, our research brings attention to the fact that salary and benefits remain the driver with the largest disparity between men and women in the United States.

Female job seekers often prioritize compensation and workplace location. Moreover, women are more interested in remote work than men. Clearly, indicating if you can offer hybrid or remote options for a role is a significant draw.

As you recruit women, consider emphasizing the skills a position requires. Our research reveals that 39% of women leave a workplace because of a lack of work-life balance. Female job seekers prefer employers who are flexible about work history gaps. Additionally, showcasing training opportunities can appeal to those re-entering the workforce after a long break.

Highlight your company’s appreciation and rewards programs when interacting with male candidates. Male job seekers want employers to recognize their contributions. They’re also more likely than women to continue considering other job offers throughout their recruitment process. Therefore, swift action is crucial.

younger vs. older candidates

Age-inclusive recruiting gives you access to a larger talent pool. In many cases, you'll find quality candidates that competitors have overlooked.

If you're planning to hire young workers with limited work history, opt for skills-based compensation rather than years of experience. Avoid referring to your company as 'family,' as it can be perceived negatively by the younger workforce. Ensure your interview rounds are brief and efficient, as young job seekers like speed and agility.

"Candidates with more experience respond differently to job postings, particularly when it comes to phrases like 'salary negotiable.' To avoid missing out on qualified individuals uncomfortable with salary negotiation, clearly outline your salary range.

No matter the age group you’re aiming to recruit, an exceptional onboarding program is essential. It plays a critical role in retaining younger hires, who’re more likely to leave early for better prospects. Older workers typically stay longer but approach the initial weeks with scrutiny. A comprehensive onboarding process is therefore essential for enhanced job satisfaction, engagement, and retention.

immigrants

Immigrants are a valuable asset for the U.S. economy. A recent report by the Center for Immigration Studies reveals that as of February 2024, 31 million immigrant workers comprised 19.3% of the total U.S. workforce. If you’re hoping to draw this wealth of talent in, you must understand how their circumstances affect their professional needs.

Ensure your job postings don’t use language that might deter immigrants from applying. Immigrants seek flexibility through remote, contract, or part-time employment. Include a section in your job description that highlights your flexibility as an employer.

More than any other group of job seekers, immigrants to the United States want to be a part of a team at work. Meet this need by enabling new employees to foster connections with their colleagues. Pair new hires with existing employees during onboarding, and showcase your mentoring programs.

minorities

Diversity in the workplace is a priority for job seekers of color. Our research suggests that over 1 in 2 workers who consider themselves a minority feel they have faced obstacles in their career progression due to their identity. If your job posting fails to mention your company's commitment to a diverse, equitable, and inclusive workforce, potential candidates may hesitate to apply. Some actionable steps you can take to create a diverse and equitable workforce culture include:

• link to the official DEI policy
• mention gender and age diversity stats
• use inclusive language
• highlight employee resource gaps
• explain available worker accommodations
• create standardized interview questions
• focus on skills rather than experience

Optimize your hiring timeline to avoid missing out on outstanding candidates. As you adapt your recruiting and hiring methods to the realities of the current labor market, you’ll be more exposed to hands-on real-time data. To gain a deeper understanding about your local market dynamics, book a call with our team of expert consultants.