The importance of building diverse organizations has been well-established. Diversity is linked to greater innovation and performance, and research has shown that more diverse companies have higher profits than their more homogeneous counterparts. But building teams with different skill sets and life experiences requires intention. By designing inclusive hiring practices — and letting go of the notion that there’s one ideal candidate type for a role — you can create more opportunities for a range of candidates who are more than capable. It requires thinking beyond the confines of traditional hiring. Prepare for new hires who will shake up your worldview and challenge assumptions about career paths. And then continue investing in their growth. Together, you can chart an unconventional course toward an inclusive workplace that welcomes extraordinary talent.
To make your hiring process more inclusive, especially of applicants who may have non-traditional backgrounds, adopt these strategies.
Inclusive hiring is just the beginning; ongoing investment is key to supporting candidates once they’re on board. Prepare for new hires who shake up your worldview and challenge assumptions about career paths. Continue investing in their growth. Together, chart an unconventional course toward the destination: an inclusive workplace for extraordinary talent.
Do you have inclusive hiring?
How do you go about it?
Ferguson, D. and Lee, F. F. (2021, May). Why You Should Invest in Unconventional Talent. Harvard Business Review.
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