Finding diverse accounting and finance talent has emerged as a top priority for leading organizations, and for good reason.
There’s no shortage of literature on the many benefits a diverse workplace provides for its employers.
A report from McKinsey found that those in the top quartile for ethnic and racial diversity in management were 35% more likely to have financial returns above their industry mean.
This powerful correlation stretches past just ethnic and racial lines as well: The study also found that companies in the top quartile for gender diversity are 15% more likely to have financial returns above their respective national industry medians.
But, for most organizations, studies like these are hardly new discoveries; most companies have already made diversity hiring a key point of emphasis going forward.
So, how can your organization successfully attract and hire leading diversity candidates when so many others are attempting the same thing?
Below, we’ll share some tips on how to bolster your diversity recruitment efforts and stay one step ahead of your competitors.
Define diversity and set clear goals
Before you start overtly recruiting diversity candidates, it’s important to define what diversity means to your organization and why it’s important to you internally.
Because one of the potential pitfalls of diverse workplaces can be a natural dissonance as different backgrounds, beliefs, experiences, and cultures come in contact with one another, it’s important to get everyone on the same page. Establish a consensus that you’re setting diversity goals for clear, measurable benefits and not to check any arbitrary boxes.
Targeted college recruitment
In order to make sure your talent pool is as full of diverse candidates as possible, you need to cast a wider net than you may currently be. One method is to boost your outreach to colleges nearby. Most universities have groups that help facilitate professional opportunities for diverse graduates; make sure you’re in contact with them. Attend career fairs, establish a presence on campus; anything that positions your employer brand in front of up and coming professionals can be a huge advantage in the hiring process.
You can offer internships to targeted groups of undergraduates, also. Offering internship or co-op positions to candidates from select backgrounds is a great, low-risk way to nudge young professionals towards your organizations while providing them an opportunity to earn valuable experience.
Audit your job ads
If you’ve been using the same job ads for a while or crafted your latest set before starting any focused diversity initiatives, it’s important to review any recruitment ads you have circulating. Proof them to ensure the language you are using is speaking to a specific demographic or appealing to as wide a range of candidates as possible. Don’t be wary of coming off as too forward by specifically targeting a group in an add; letting specific candidates know that you’re intentionally seeking them out is a great way to start hearing from them.
Partner with a specialized staffing firm
Allying your internal hiring efforts with the expertise, resources, and networks of a specialized staffing firm can often be the most reliable, affordable, and expedient method to boost diversity in your workplace.
At US Tech Solutions, we’ve been hard at work connecting our terrific accounting and finance clients find the quality diversity candidates capable of helping drive their business forward. Over the years, we’ve curated a robust network of exceptional candidates from a variety of backgrounds and cultures.
Call us today to learn more about how we can help you achieve your diversity goals.