There are a number of reasons why you may struggle to hire top talent. One reason could be a lack of clear communication about how your business champions diversity. In today's job market, candidates increasingly want to work for companies that prioritise DEI. In fact, it’s one of the top 5 things candidates say they want in their next role.
Attract top talent with D&I statements
D&I statements are a summary of your long-term D&I ambitions, current priorities and an opportunity to share the metrics you're tracking towards. These statements can make all candidates feel welcome and valued, directly influencing your recruitment success.
As diverse candidates match with your jobs, they will also see your company profile. This profile includes your D&I statement. Including a D&I statement makes a BIG difference to your success in finding great talent. Jobs from companies that include a D&I statement receive 56% more applications than those that don’t.
What makes a good D&I statement?
Creating an effective D&I statement involves a few key elements:
Keep it brief: A few bullet points outlining your priorities and key initiatives should suffice. This makes it easier for candidates to read and understand.
Be authentic: If your company is not yet where you would like it to be in terms of diversity, be honest about it. Share the steps you are taking to address these gaps. Authenticity builds trust with job seekers.
Share data points: Where possible, include data points to demonstrate accountability and progress towards your goals.
Provide additional resources: If you have a more detailed D&I page on your website, link to it. This allows interested candidates to learn more about your efforts and commitments.
By incorporating these elements into your D&I statements, you can significantly improve your recruitment outcomes and attract a diverse pool of talented candidates.
Level up your approach to D&I
Your Customer Success Manager (Pro and Advanced, only) is trained in diverse and inclusive hiring. Leverage them for additional support:
Building a more engaging D&I statement
Sharing the right data points and metrics
Balancing aspiration and reality
Developing more inclusive hiring processes