The Diversity Revolution: How Emerging Trends and Technologies are Changing Hiring Forever

In recent years, diversity and inclusion have become hot-button topics in the workplace. As society becomes increasingly aware of social injustices and the need for equity, companies have been forced to take action to create more diverse and inclusive workplaces. But what does the future hold for diversity in hiring? And how can companies stay ahead of the curve in this ever-changing landscape?

The good news is that the future looks bright for diversity in hiring. A Gitnux study found that diverse teams make decisions faster and more accurately than non-diverse teams, leading to 11 percent higher growth for more diverse companies. But while the benefits of diversity are apparent, achieving it is easier said than done.

So where do we go from here? In the next 5-10 years, we expect to see several emerging trends and technologies that will continue to drive change in the field of diversity in hiring.

The Rise of AI and Machine Learning

Artificial intelligence and machine learning have already made significant strides in the hiring process, and this trend will only continue. By using algorithms to analyze data, companies can identify patterns and make predictions about which candidates are most likely to succeed in a given role. This could reduce bias in the hiring process, as it eliminates the human element that often leads to unconscious bias.

However, it's important to note that AI is only as unbiased as the data it's trained on. If the data used to train the algorithms is biased, the resulting decisions will also be biased. That's why it's crucial for companies to carefully monitor the data used in these systems and ensure that it's as unbiased as possible.

The Emergence of Virtual Reality

Virtual reality (VR) is already used in many industries, from entertainment to healthcare. But in the hiring world, it has the potential to revolutionize how we assess candidates.

With VR, companies can create simulations that allow candidates to showcase their skills in a realistic setting. For example, a candidate for a customer service role could interact with a virtual customer and demonstrate their ability to handle difficult situations. This can potentially be a more accurate and fair way of assessing candidates than traditional interviews, as it can eliminate the impact of factors like nervousness or bias on the interviewer's part.

The Impact of Social Media

Social media has already had a significant impact on the way companies approach hiring. Platforms like LinkedIn have made it easier than ever for recruiters to find and connect with candidates, while sites like Glassdoor have given candidates more insight into the hiring process and company culture.

But social media's impact on hiring will only continue to grow. As more and more people use social media as their primary means of communication and networking, companies will need to adapt their hiring strategies to take advantage of these platforms. For example, they may need to invest in social media marketing to build their brand and attract top talent.

The Need for Transparency

Transparency has become a buzzword in the world of business, and hiring is no exception. Candidates today expect more transparency from companies than ever before, both in terms of the hiring process and company culture.

Companies can increase transparency in the hiring process by sharing more information about their selection criteria and decision-making processes. For example, they could provide candidates with detailed feedback on why they weren't selected for a particular role. This can build trust between the company and the candidate and improve the overall hiring experience.

Salary transparency in the early stages of the process (even in the job description itself) is something top talent is starting to demand. According to Monster, 98 percent of surveyed employees are in favor of employers disclosing salary ranges in job postings. Fifty-three percent would not bother applying for a job that doesn’t reveal pay scales.

Tactical Steps for Organizations

So what can organizations do right now to ensure they're ahead of the curve regarding diversity in hiring? Here are some tactical steps they can take:

Step 1: Check Your Biases at the Door

One of the most important steps organizations can take to improve their diversity hiring is to understand existing biases and get rid of them. Unconscious bias can be a significant obstacle to diversity and can be challenging to identify and overcome. To start, organizations can make a conscious effort to recruit from a diverse pool of candidates. This can be done by posting job openings on diverse job boards, attending job fairs hosted by organizations focused on diverse groups, and partnering with organizations that provide training and support for underrepresented groups.

Another way to check your biases is to evaluate your job descriptions. Many job descriptions are biased toward certain demographics and can discourage qualified candidates from applying. Instead of using language that is geared toward a specific gender or race, use language that is inclusive and focuses on skills and experience.

Simpler yet; try Rolebot. Rolebot guarantees at least 33 percent of talent surfaced to customers are diverse across every role. Plus, with Rolebot, you’ll never have to post a job description or review a CV again.

Step 2: Create a Diverse Hiring Team

Diversity hiring isn’t just about bringing in diverse candidates – it’s also about having a diverse team that can effectively evaluate and hire those candidates. If your hiring team is composed of individuals from similar backgrounds, it’s likely that they will have unconscious biases that can hinder diversity efforts. By creating a diverse hiring team, you can ensure that you’re evaluating candidates based on their skills and experience rather than their background.

Plus, having a diverse hiring team can help attract diverse candidates. When candidates see that the hiring team represents a variety of backgrounds and experiences, they’re more likely to feel welcome and valued.

Step 3: Offer Training and Support

Once you’ve hired a diverse team, offering training and support is critical to ensure that everyone feels welcome and valued. This can include diversity training for all employees and training for managers and supervisors on managing a diverse team effectively. Offering mentorship and sponsorship programs can help underrepresented groups feel supported and encouraged to stay with the company long-term.

Step 4: Measure and Track Progress

It’s essential to measure and track your progress regarding diversity hiring. This can include tracking metrics such as the percentage of diverse candidates who apply for open positions, the rate of diverse candidates who are hired and the percentage of diverse employees who stay with the company long-term.

By measuring and tracking your progress, you can identify areas where you need to improve and adjust your hiring practices accordingly. It’s important to remember that diversity hiring is an ongoing process – it’s not something that can be achieved overnight. But by consistently measuring and tracking your progress, you can ensure you’re moving in the right direction.

Diversity hiring isn’t just a feel-good initiative – it’s a business imperative. Companies that prioritize diversity are more innovative, adaptable and successful.