{ "media_type": "text", "post_content": "Our team is about to recruit and we are trying to live our DEI values. Any tangible actions you can suggest to how we can widen our attractiveness to a more diverse candidates? Applies internally and externally. Thanks for any suggestions.", "post_id": "613e3d833ec7a600250009ad", "reply_count": 3, "vote_count": 2, "bowl_id": "5f3c166704e529001a710761", "bowl_name": "Diversity & Inclusion", "feed_type": "bowl" }

Our team is about to recruit and we are trying to live our DEI values. Any tangible actions you can suggest to how we can widen our attractiveness to a more diverse candidates? Applies internally and externally. Thanks for any suggestions.

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Here are some thoughts:
* If you currently do any recruiting through specific schools, widen your net to include new ones.
* Advertise your searches on PoC-owned media.
* Provide a link to your DEI values in each job posting or provide a blurb that summarizes it.
* Look at your Hiring Team. If it doesn’t include some people that look like those that you wish to hire, you have some work to do.
* Engage with your employees and ask them for ideas. Emphasize that you want to find the best people for the job and that the pool of “best people” includes everyone!

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This.

Has your org invested in L&D for DEIB in recruiting and hiring? If recruiters and hiring managers are not trained on mitigating and navigating unconscious bias, you can have the most diverse pipeline out there but there will always be a bottleneck.

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