Diversity is a key component in the success of an organization. Those of different backgrounds contribute new ideas and ways of thinking to an otherwise homogenous group. In striking a balance within an office setting, there are two ways to strategically staff: actively or passively. Active hiring is the commonly thought of hiring practice; a business has a position opening, they post this opening on job boards and have applicants apply to the company. The passive approach involves a little more initial research and HR seeks out a candidate based on previous experience. Regardless of the approach, pursuing a diverse workforce not only important but attainable.
Imagine you work in a large medical practice with multiple satellite offices. In the event that business is growing and more staff is needed, multiple job listings will be available at a time. By broadcasting online that the company is hiring, potential candidates can submit resumes and apply for one of these many job listings. By listing that your company is an equal opportunity employer and having potential future employees fill out an optional survey, employers have the chance to interview those of a certain gender or race, hiring managers can seek out a more diverse group to interview with. If this type of survey is unavailable, diverse hiring practices can be adhered to after the interview process.
What if your office is fully staffed but a new position is opening up for a highly specialized task, like staff training or education? An excellent option for this would be a passive hiring approach. Using websites liked LinkedIn and similarly designed professional profile pages, HR can find individuals who meet the criteria for a position. In doing so, employers can seek out qualified individuals of different backgrounds to provide a more diversified staff. By hiring someone with the education and previous experienced required, the role is filled with someone who knows their stuff. Someone who is of a diverse background, whether based on gender or ethnicity, may have a completely different outlook to present to the organization which may not have been thought of before.
Regardless of whether the hiring practice follows an active design or a passive approach, it is crucial that employers have a staffing strategy that outlines their hiring practices. In these practices, a section on what the diversity goals are and how to meet this metric is paramount (Mochal, 2003). A melting pot of employees and coworkers from various backgrounds is important to discovering new ways of thinking and problem solving. It is easy for management to default to hiring those most like them, but this is a very dangerous path to go down. Diversity and a strong stance on discrimination are the backbone of any hiring practice and cannot be overlooked when bringing on new employees.
Mochal, T. (2003, September). Develop a staffing strategy when making hiring decision. Retrieved fromhttps://www.techrepublic.com/article/develop-a-staffing-strategy-when-making-hiring-decisions/