It’s been proven time and again that organizations that embrace skill set diversity also see their productivity numbers increase, as well. This is simply because this kind of diversity boosts innovation, problem solving and creativity, translating into higher profits and more revenue growth.
That being said, incorporating more diversity into your team isn’t always simple. It sounds great in theory; in reality, though, it can be a challenge to get there. As one of the leading recruiting firms in the Kansas City area, Morgan Hunter can help. We have the information and guidance you need, so you can build the strongest department possible, one with more diverse skills. Here are three practical ways to get you started:
#1: Set specific goals.
When it comes to making your workforce more diverse in terms of skills, it’s a big goal; one that requires time to achieve. So take it slow and set small, but measurable milestones. For instance, rather than just trying to increase skill set diversity across the board, evaluate which areas currently have the biggest gap on your team. Is there a certain technical skill set you’re missing? Or are you in need of those with better organizational abilities? The more specific you get, the easier it will be to not only measure progress and success in terms of expanding skill set diversity, but actually achieve it.
#2: Rethink your candidate sources.
If you want to recruit a more diverse team, then you can’t continue looking at the same old places where you’ve found past candidates. You need to expand your efforts and your reach. This can mean looking to college campuses for emerging talent, getting involved in online social networks that target Moms returning to the workforce, or connecting with organizations that actively place veterans.
Remember, just like any kind of recruiting, it’s not about showing up at one career fair. It’s about developing relationships with high-potential candidates – with many different types of backgrounds, abilities and skills – as well as those who can help you find them, such as leaders in community groups, college placement officers, and other recruiters and HR personnel.
#3: Look for hidden biases.
When it comes to the hiring process, seek out and eradicate hidden biases. These are often completely unintentional, but all-too-common, as well. For instance, it’s easy to connect with that candidate who went to the same college as you. But is that person really the best fit for the role?
That’s why it’s important to look for any biases in the way you interview, assess and ultimately hire candidates. One way to do this by opening up a conversation with your current staff and hiring team. Talk about any biases they’ve witnessed and what to do to wipe them out in the future. Doing so will help ensure you don’t always hire those with the same or similar abilities and back stories.
Need more help building up the diversity of your team?
Turn to the hiring experts at Morgan Hunter. Founded in 1986, we’re one of the largest, most recognized recruiting firms in the Kansas City area and have the experience and know-how to help you develop a more diverse team. Contact us today to learn more or get started.