DEI Recruiting Tips
Tori Mitchell, one of Juno’s certified DEI recruiters, has been in the industry for ten years. In that time, she’s seen a number of job market trends and movements. In the past few years, the long-overdue effort by companies to implement best practices of diversity, equity, and inclusion in the hiring process has required recruiters to develop knowledge of how to advise their clients in this matter.
Below, Tori has laid out some of the most effective ways recruiters and hiring teams can ensure diverse candidates are considered for openings at their companies.
1. Source candidates from minority organizations.
To get a better sense of where to find diverse candidates, lean on minority organizations and associations, such as the ones below, and use keywords to narrow your search.
National Association of African Americans in Human Resources (NAAHR)
Latinx associations like United Latino Job Bank or Association of Latino Professionals For America (ALPFA)
Women in technology organizations like Women in Technology (WIT) or Women in Tech Leadership
For more ideas, check out this list of professional organizations for women and minorities.
2. Post jobs across multiple platforms.
Avoid drawing from the same applicant pool over and over again by using multiple platforms to post your job openings. This will help you capture a more diverse candidate pool. Consider job boards for veterans, disable, neurodiverse, etc.
3. Conduct phone screens.
Take some bias out of the hiring process by conducting first-round interviews via phone.
4. Remove names from resumes.
Remove names from resumes before presenting to hiring managers for consideration to avoid the possibility of name discrimination or bias.
5. Consider removing education requirements.
Not everyone has the same opportunity/means to go to college, but that does not mean they are any less qualified for the role. Removing education requirements allows hiring managers to screen resumes based on relevant experience, rather than education.
Committed to advancing diversity, equity, & inclusion within our communities.
As the Ultimate Connectors, we value our ability to bring many different perspectives to the table in order to enhance teams. We are committed to connecting people of every race, ethnicity, gender identity, sexual orientation, age, socio-economic status, physical ability or attribute, religion, national origin, or political belief. We recognize that this commitment requires ongoing work and sustained attention, as well as adaptation to new insights and best practices.