(This is a contributed post)
When it comes to outfitting your teams effectively, diversity is key. Now, that doesn’t necessarily mean an arbitrary filling of your ranks by identifying factors, as that can only be a shallow decision to make. People are much more and have much more to offer than their identities, and so excluding those naming factors from each application you view can help you enjoy the least discriminatory practice in all choices you come to – which is a practice to prize. Of course, zero discriminatory practice is its only acceptable form, and so it behooves you to make that a certainty.
However, diverse talent in terms of experience abroad, cultural experience, qualifications, prior connections, the ability to apply their knowledge to your firm and how they might fit in within the team are all valuable components to consider. It’s important to open your potential candidacy openings to those who have a range of different talents, provided they are suitable for the job. This can only increase your chances of finding someone phenomenal for the role.
As far as that’s concerned, we would warmly recommend the following advice:
Look In More Diverse Places
In order to find anything, you have to look in the right place. This means that when trying to find the best talent, browsing the best places to recruit from can be the most golden advantage you have going forward. It could be that by aligning yourself with headhunting services, by posting your recruitment listings on certain industry-specific job aggregator sites or floating your open candidacies in the top universities as part of a graduate program, you are much more likely to pick up a wider array of applications.
Offer More Diverse Packages
Not everyone wants the same thing from their salary package. Some may wish for a heftier sum of benefits while others may want the measures that matter, such as a salary packaging car allowance, to be part of their overall offered incentive. It can be important to note only curate the salary for the individual, but also the kind of talent you hope to acquire. For example, graduates may be much more interested in healthcare as a benefit compared to someone more established who may be paying for their own private insurance.
Consider A Range Of Talents
A diverse range of talents can also be found within an individual, and sometimes, parallel talents can be just as useful as anything else. Thorough experience directing short films, for instance, might allow their prior career to show their project management expertise even if they have yet to apply that within the current discipline you’re hiring for. This is up to the discretion of the recruitment agent of course, but sometimes, a creative outlook on how a person may have developed and how functional they might be can help you open up to a range of candidates perfect for the job that you may not have initially considered. Food for thought, by all means.
With this approach, we hope you can bring more diverse talent to your team.