It Takes Effort: Inclusive Hiring to Expand Your Talent Pool

It Takes Effort: Inclusive Hiring to Expand Your Talent Pool

FIFTH IN A SERIES

In today’s diverse landscape, expanding your talent pool is not just a moral imperative. It’s a strategic advantage. If we know this to be true, what’s getting in the way? 

Despite the growing diversity in the U.S., research shows that many people’s personal and professional networks remain racially and economically homogenous. To harness the full potential of the available talent, organizations must actively seek out and cultivate diverse talent pools. As Daisy Auger-Dominguez aptly states, “There’s not a lack of talent; there’s a lack of effort. Talent is equally distributed; opportunity is not.” 

Look Beyond Your Network 

When we rely solely on existing networks for hiring, we can inadvertently perpetuate a lack of diversity. Research indicates that 75 percent of White Americans do not have any non-White friends. Additionally, since 1990, there has been a significant increase in housing segregation by income. This segregation limits the diversity of our personal and professional networks, making it crucial for organizations to look beyond their immediate circles. 

What Can We Learn from Charter Schools? 

Charter schools across the country have faced teacher shortages for years. In response, they have adopted innovative methods to expand their talent pools. These best practices can be instructive for other sectors, including authorizing organizations. 

  1. Promote from Within: Start by evaluating your internal staff and consider employee referrals. Are there people of color ready for promotion? Rewarding in-house talent boosts morale and retains valuable employees. However, this also requires a commitment to continuous development and support. Ensure that all employees, especially those from underrepresented groups, have access to opportunities for growth and advancement. 
  2. Engage and Support Employees: Effective management involves asking employees about their needs and career aspirations. Regular one-on-one check-ins can reveal valuable insights into their strengths and areas for development. Ask questions such as:
      • What parts of your job are most interesting and rewarding? Most challenging?- Are there any projects or responsibilities you would like to take on? 

    Once you understand an employee’s needs, create opportunities for them to develop their skills—from formal training to informal mentoring. 

  3. Utilize Employee Networks: Ask staff members of color to act as “recruitment ambassadors.” Be mindful of not overburdening them without appropriate recognition and compensation. Offering a “finder’s fee” for successful hires, as many charter schools do, can be a fair incentive.
  4. Partner with Organizations and Universities: Collaborate with other institutions to tap into underutilized talent pools. Authorizers can look to charter schools, school districts, and government agencies for talent with transferable skills. Establish partnerships with local or national colleges to recruit high-potential graduates and offer internships and fellowships to attract emerging talent.
  5. Leverage Online Marketing: Traditional job fairs are becoming less effective, especially for experienced professionals. Instead, enhance your online presence by:
    • Clearly defining and promoting your Employee Value Proposition (EVP).
    • Targeting specific demographics with tailored digital advertisements.
    • Keeping job postings up-to-date across all platforms.
    • Using social media to build your brand and recruit strategically. 
  6. Work with Diversity-Focused Recruitment Agencies: If your organization lacks the resources to focus on recruitment, consider partnering with agencies that specialize in diversity recruitment. Agencies like Offor and Edgility have extensive networks and can connect you with highly skilled candidates of color. While these services can be costly, they are an investment in building a more inclusive and effective workforce.  

It Takes Effort 

A proactive and intentional approach is the effective way—if not the only way—to expand your talent pool and create a more diverse and dynamic workforce. Look beyond existing networks, promote internal talent, engage employees, partner with educational institutions, leverage online marketing, and work with specialized recruitment agencies. Your efforts will foster inclusivity and drive innovation and growth. 

 

Explore other blogs in this series:
1. The Work is Never Done: NACSA Resources for DEI in Authorizing
2 .Navigating Equity: Watch Out for Traps and Tropes
3. DEI Deconstructed: Using the Power You Have
4. How to Build an Inclusive Workforce Culture: Let the Data Drive You
6. It’s All About the Bias: How to Uncover and Address Bias in Hiring

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