How do you build the most talented, creative, and productive team possible? You pull together people with a diverse range of viewpoints, experiences, and strengths — all focused on achieving the same goal. The real question is: Where do you find these people, and how do you get them to stay?

Employers and recruiting teams are still trying to get their feet underneath them as they navigate changes in transparency laws, shifting demands from job seekers, and a fierce competition for talent. Past strategies for recruiting may not be effective anymore. No matter whether you’re sourcing engineers, hiring college faculty, or rebuilding a frontline team, talent acquisition teams need to attract and retain the greatest variety of qualified talent possible. And that’s not possible if their organization is not seriously committed to diversity, equity, and inclusion.

Now, it’s important to note that DEI in the workplace is a multifaceted conversation that doesn’t respond well to half-measures. If you’re going to put effort and resources into sourcing candidates from underrepresented backgrounds, you’ll also want to make sure you’ve created a culture where they’ll want to stay. That means providing support well past onboarding — with benefits, flexible work arrangements, professional development opportunities, and safe spaces like employee resource groups (ERGs).

A major key to developing a strong sourcing strategy is offering frequent learning opportunities. Your organization probably already has an annual inclusion training — but it may not be enough to move the needle.

Learning pathways can help tie theoretical scenarios to daily organizational challenges. LinkedIn Learning has courses curated for teams that are eager to become more inclusive, no matter where they are in their journey.

• The learning paths DEI for HR and Recruit Diverse Talent and Promote Equitable Hiring are unlocked until June 2, 2023.

• The course Creating Diverse Slates and Retaining Diverse Talent, which is designed especially for TA teams, is also unlocked until June 2 and provides insight into how to think about sourcing, hiring, and onboarding inclusively for any career level.

So, while it’s not the only factor, sourcing new talent is imperative for organizations to meet their DEI goals and their broader workforce-building aspirations. If you want to broaden and diversify your talent pool, here are seven proven strategies for recruiting well-qualified candidates:

1. Recruit in all the right places

If you’re not sure where to start your search, you’ll find that many educational and professional development organizations have a wealth of highly qualified candidates. In the United States, for example, you can hold recruiting events at Historically Black Colleges and Universities, Hispanic-Serving Institutions, Tribal Colleges and Universities, and women’s colleges.

But that should just be a first step. The U.S. Department of Education reports that about 9% of Black college students attend an HBCU while 53% attend a predominantly white institution, or PWI in educational jargon. There are many organizations, such as Reaching Out, Inroads, Consortium, and Grace Hopper Celebration that can help you reach talented students at a full range of schools.

You might also consider starting an internship program for candidates in certain majors at any of these institutions. Doing so can help encourage students to choose majors that they might not otherwise feel represented in.

Similarly, you could also create recruiting campaigns by partnering with relevant professional organizations and associations. Try refining your search criteria with Boolean searches. You can, for example, list networking organizations for parents, women, or people of color and add in the skills you’re looking to find.

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Source: Talent Blog, Allaya Cooks-Campbell, May 16, 2023