Why Diversity Isn’t a Recruitment 'Strategy'

The Difference Between Hiring and Retaining

The competition is fierce for technical talent. New STEM graduates can walk out of a recruiting event with a handful of offers.

Events like the Grace Hopper Celebration state it well: “We envision a future where the people who imagine and build technology mirror the people and societies for which they build it.”

Candidates need to see that society in your company. But even the strongest, most authentic recruitment process can fall apart after your new recruits start their jobs if the workplace does not reflect what they saw during the recruiting process.

As a recruiter, I can get someone into our company; their colleagues and team members will keep them here.  Simply put, we have to deliver on the promise from day one.

When You’re Not the Majority

If you’re a member of a majority, imagine for a moment how it feels to be surrounded by people who are not like you — an introvert walking into a gathering of extroverts, or a non-technical person surrounded by PhDs.

You’d look for someone like you; if you can’t find anyone, chances are you’d never feel truly comfortable (or feel like you could be yourself). You might pretend to be okay for a while but at the first opportunity you’d make your way to the exit.

It’s the same for employees. If there is no one who shares your affinity – whatever that is – you start to feel alone, even isolated; you might be less likely to share your ideas and less able to relate.

Recruiting diverse talent is one part of the process; keeping them is another, equally important part.

Being Intentional

To successfully recruit and retain diverse talent, you must give great thought and consideration into how you recruit and how you introduce those new hires to early career programs.

We are intentional in our approach because we are determined to give people a true view into our culture, so they know what they can expect. And then, we live up to our promise.