Create Talent Pools That Support Your Diversity Strategy
Now, more than ever, organizations across the world are seriously starting to think about how to source diverse talent. It might seem like common sense, but it is nonetheless critical: diversity has to start early in the sourcing and recruiting process. Only with rich talent pools that form a strong foundation for your strategy do you stand a chance of achieving your diversity and inclusion goals – in any area of your business. It’s funnel logic.
To ensure there are multiple qualified minority candidates in your final pool, your talent acquisition teams must focus on sourcing more minority candidates early on. Known as the “two in the pool effect”, the Harvard Business Review discovered that if there are at least two minority candidates in the final candidate pool, the chances of hiring diverse talent increases dramatically.
- With Avature you can easily build talent pipelines full of diverse candidates. Once you have decided on your target groups, create specific landing pages for veterans, women, ethnic minorities or any other audience you would like to attract. Showcasing your D&I values, inclusive culture and the opportunities you have to offer.
- Similarly, you can also select diversity-specific job boards in your WebSources manager (see section on high-volume sourcing), which will automatically search and find you relevant resumes.
Industry Leaders in Action
Discover how some of the world’s leading companies use Avature to tackle diversity and inclusion challenges head-on, from diverse talent pools up.
Nike launched an Avature-powered microsite to promote their diversity and inclusion values and beliefs. With resources for specific minority groups, this helps fill their talent pipelines with diverse candidates.
Dell created a diversity landing page and shared a custom URL on social media sites inviting individuals to sign up. As their pipeline grew within Avature they could track success and ROI of their social media campaigns.
With the help of Avature, ABB identified and tracked talent pool demographics before deciding which ones they wished to target and which strategies they deemed more effective to do so.