The goal of recruitment is to hire the best candidate for every position, but this goal is not always realized. Patterns may emerge in certain companies or fields regarding the “traditional” or “ideal” employee, and this can cause hiring managers to overlook candidates who don’t match this specific characterization.
For example, women continue to be underrepresented in industries such as construction, mining, and oil and gas, and those that do work in these fields may have a difficult time advancing into leadership. According to the non-profit organization Catalyst, “research has found that talent management systems are frequently vulnerable to pro-male biases that inevitably result in less diverse employee pools.”
It is crucial to ensure that your employees are diversified and your business engages with and utilizes vendors that employ and represent minorities. Exclusion creates a workforce that fails to produce fresh ideas and benefit from varied perspectives.
Working with certified diversity vendors can put your business on the path to innovation and continuous improvement by shaking up outdated practices. Employing diversity businesses supports underrepresented portions of the community while expanding your talent pool.
Building a relationship with a diversity vendor can also begin to eliminate industry reputations of exclusivity. Such relationships can also inspire company-wide initiatives that celebrate diversity and help build inclusiveness. Additionally, diversity can educate your workforce, encourage tolerance, and increase feelings of respect and dignity among employees.
To help increase diversity and inclusiveness in your business, consider hiring a diversity vendor. Whether this business is a supplier of goods for your company or is utilized for outsourcing tasks, diverse relationships can greatly benefit your company.
Hiring a diversity business to screen your job applicants has the benefit of providing you a multitude of varied perspectives and expertise in the screening process. A company known for its inclusiveness and corporate culture can help ensure that your screening process is free of any bias that may cause you legal trouble.
Regardless of the type of company you use, it is important to remember that background checks should report only facts and should not offer conclusions or advice on who you should hire. It is ultimately up to decision-makers at your company to select the most fitting candidate for the job.