In our upcoming webinar, D&I Beyond the Tech Stack, we discuss the various aspects of diversity and inclusion in recruitment and how to create a roadmap for a successful Diversity and Inclusion rollout.
In this series of short articles, we’re giving you a brief introduction to the topics that we’ll cover during the webinar itself.
One of those topics is the sometimes painstaking process of selecting the best tools for the implementation of your D&I initiatives.
Once again, our speakers for the webinar, Tom Jones of Vera Whole Health, Joanne Lockwood of SEE Change Happen, Jim Berrisford of Rezoomo and Joe Aburdene from vsource will have plenty to say on the topic on November 11th.
But for now, here are some of the key points we covered during our preparations.
Involve your ERG
As we mentioned in our previous post on Identifying Sources for a D&I Audience, your employee resource group (ERG) is an extremely valuable asset that can help you determine the validity of many aspects of your Diversity and Inclusion initiatives.
But what some employers fail to realize is that an ERG can also offer valuable input when choosing tools and finalizing recruitment processes. The key here is to make sure that your ERG has a voice in the decision making process.
However, it’s also important to note that the ERG should not have the final say on matters. Their input should be used in tandem with research from external sources and consultants. This will give you an unbiased and objective overview of your requirements and allow you to pinpoint the correct tools that are fit for purpose.
Start with your strategy
When introducing a new initiative of any kind, it’s important to take a top to bottom approach. This means starting with your overall strategy before considering tools or the processes that follow.
Discuss and lay out your strategy first so that any potential bumps can be ironed out before implementation begins. Again, you’ll want to involve your ERG in this step of the process as they will be much more qualified to identify any potential barriers that may hinder your progress.
Choose tools that support your complete process
It sounds like common sense when put like that, but nevertheless, it’s important to bear in mind the capacity any tools have for meeting your overall needs.
It’s all too easy to get caught up in one aspect of a tool particularly when making a decision based on a new initiative or goal. But it’s crucial that you don’t let ‘shiny object syndrome’ sway your judgement.
Remember that any tool should, at the very least, support:
- A seamless integration into your current tech stack
- Candidate engagement
- Recruitment marketing
Also, any implementation of new tools and their associated processes should have no major impact on your current processes.
In other words, the tool should fit you not the other way around.
If you’d like to learn a lot more about selecting and implementing the best Diversity and Inclusion processes and tools, then be sure to book your spot for our webinar on November 11th by hitting the button below.