How to Find Diverse Candidates in an Employer’s Market 

At a time when innovation, particularly in the tech industry, thrives on diverse perspectives, knowing how to increase diversity in recruitment is crucial. Research shows that diverse companies are 35%i  more likely to outperform competitors and 70%ii more likely to capture new markets. In an employer’s market, where job seekers outnumber available positions, now is the perfect time to be more intentional and proactive about finding and hiring diverse talent.  

By focusing on building the right roadmap to diversity now, organizations can build stronger teams who not only meet today’s challenges – but also fuel future growth. From where you’re sourcing to how you’re interviewing, each aspect of your hiring strategy plays a crucial role in building a successful team. 

Understanding the Employer’s Market 

A Market of Opportunity, Not Complacency:  

In an employer’s market, it’s tempting to let resumes roll in, but this can mean missing out on candidates who could redefine your future. Use this time to be selective, focusing not just on qualifications but on diverse perspectives and experiences.  

Turning Challenges into Catalysts for Change:  

In an employer’s market, processing the sheer volume of applicants can be overwhelming. It’s easy for unconscious biases to creep in, especially when you’re under pressure to get every hire right. But these challenges don’t have to be roadblocks—they can be catalysts for change. Studies show that inclusive companies are 1.7 timesiii more likely to be innovative. By refining your hiring strategies now, you can build a more resilient, innovative team that’s equipped to navigate the complexities of the modern business landscape. 

Strategies for Sourcing Diverse Candidates 

Harnessing Technology for Unbiased Sourcing:  

AI powered candidate sourcing tools are revolutionizing talent screening and sourcing in a myriad of ways. For example, Arya’s AI recruiting assistant automates candidate searches, scores and ranks diverse talent based on hundreds of attributes and seven multidimensional data points, enabling you to find and engage the most compatible, diverse talent faster. 

Crafting Job Descriptions That Speak to All:  

The language you use in job descriptions can close as many doors as it opens. Even the most well-intentioned phrases can unintentionally exclude certain groups. Revisit your job postings with a critical eye, ensuring they’re free of jargon and inclusive in tone.  Recruiting and sourcing technology that incorporate generative AI such as ChatGPT can help you analyze and optimize your language to appeal to a wider, more diverse audience, making sure you’re not just filling positions but finding the right people to fill them. 

Expanding Beyond the Familiar:  

If you’re fishing in the same pond, you’re going to catch the same fish. To truly diversify your talent pool, you need to cast a wider net. Partner with organizations that focus on underrepresented groups, such as the National Society of Black Engineersiv (NSBE) or Latinas in Techv and explore job boards and networks that cater specifically to these communities.  

This is also another area where implementing the right candidate sourcing technology can be a game changer. For example, the Arya platform enables you to meet diversity hiring goals while you build an expansive talent pool of diverse talent, as well as diversity hiring filters and bias reduction tools like name and location masking. 

Building an Inclusive Recruitment Process 

Inclusivity isn’t a one-time deal — it must be present and promoted at every step of your hiring process. 

Screening Without Bias: A Commitment to Fairness:  

Even with good intentions, bias can slip into recruitment. Combat this by anonymizing resumes to focus solely on qualifications. AI tools like Arya can help by masking candidate data, ensuring a fairer, unbiased process.  

Standardizing Interviews: Consistency is Key  

Interviews are often where biases are most likely to surface, but they don’t have to be. By standardizing your interview process — asking each candidate the same set of questions and scoring their responses objectively — you can ensure that everyone is evaluated on an equal footing. Providing training for hiring managers on unconscious bias and inclusive interviewing techniques further reinforces this fairness, helping create a fair and effective recruitment process. 

Retaining Diverse Talent 

Onboarding as a Gateway to Inclusion:  

Even with good intentions, bias can slip into recruitment. Combat this by anonymizing resumes to focus solely on qualifications. AI tools like Arya can help by masking candidate data, ensuring a fairer process. 

Mentorship and Growth: Investing in the Future:  

Mentorship programs are a powerful tool for retaining diverse talent. By pairing new hires with experienced mentors who can guide their career development, you create a support system that not only helps them succeed but also fosters a sense of belonging. Offering professional development opportunities that are accessible to all employees ensures that everyone has the chance to grow, no matter where they start. 

Embedding Inclusion into Your Company Culture:  

Creating an inclusive culture isn’t just about policies — it’s about people. Regular training and awareness programs on diversity, equity, and inclusion can help build a workplace where everyone feels respected and valued. Employee resource groups (ERGs) and diversity councils are also essential, providing spaces where underrepresented employees can connect, share experiences, and influence the broader company culture. 

Measuring and Improving Diversity Efforts 

Setting Goals That Matter:  

To make meaningful progress, you need to know where you’re starting from and where you want to go. Setting clear, measurable diversity goals is the first step. Track metrics like: 

• The diversity of your candidate pipeline 

• Percentage of diverse hires 

• Retention rates among underrepresented groups  

It’s critical to regularly review these metrics to stay on track and adjust as needed to keep moving forward. 

Continuous Improvement: A Commitment to Growth  

Diversity isn’t a one-time initiative — it’s a commitment to a higher purpose. Collect feedback from employees and candidates to understand what’s working and where there’s room for improvement. Use this data to refine your strategies, whether it’s by expanding your sourcing methods or enhancing your onboarding process. By committing to continuous improvement, you can be sure your diversity efforts are always evolving and moving in the right direction. 

In today’s market, the real advantage lies not in the number of candidates but in their diversity. By embracing these strategies, you can build a team that not only reflects the world around us but also drives your organization forward in ways you never imagined. The path to diversity is a path to innovation, resilience, and lasting success. 

And why wait for change when you can create it? Start by broadening your recruitment strategies, investing in inclusive practices, and setting the stage for a more diverse, more dynamic future. Even in an employer’s market, proactively taking the lead to a more diverse workforce can give your organization the edge that sets you apart in crowded, competitive marketplace.  

To learn more about how Arya can support diverse hiring initiatives in your organization, contact our team today.