How to Choose the Right Diversity Vendor For Your Recruitment Process
As a Talent Acquisition Professional or hiring manager, one key strategy to fostering inclusive environments and promoting diversity is through effective recruitment marketing. By partnering with a diversity vendor in particular, you access specialized expertise and resources to help you in this mission.
However, selecting the right vendor can be a daunting task. In this blog post, we’ll explore the benefits of working with diverse vendors, what to consider when choosing them, and how to evaluate the best fit for your recruitment goals as a Canadian organization. We’ve even created a helpful vendor selection rubric to make the task easier.
What is a diverse vendor?
Also known as a “diverse supplier”, a diverse vendor is a third-party company who is majority owned by persons that identify as minority, woman, 2SLGBTQIA+, veteran, or disabled. They may or may not be accredited by a governing body for such a status.
While Canadian companies believe that “engaging with diverse suppliers has a positive impact” a recent survey by CGLCC showed only 19% of the respondent companies have a formal Supplier Diversity program. There is a huge opportunity as an organization to leverage diverse vendors while other brands lag behind. Vendors that can help with your recruitment and hiring strategy include:
Staffing partners for procurement and workforce management solutions.
Job boards that help underrecognized and underrepresented candidates find your job placements.
Diversity and inclusion consultants who can help refine your existing recruitment strategies.
Cultural competency trainers who provide training on cultural awareness and sensitivity for your existing team.
Entrepreneurship and business incubators that support diverse-owned startups and businesses who can help fill other gaps you need in your processes such as branding, marketing, and communications.
What are the benefits to adding a diverse vendor to your hiring strategy?
The benefits of working with diverse suppliers and vendors are multifaceted not only for your organization, but also create value for your own goals as an HR professional:
Expand access to diverse talent pools
Reach a broader, more inclusive candidate pool beyond the typical spaces you’ve used in the past. This also reduces the risk in your supply chain in the future, as you’re not relying on a single source for workers.
Create greater brand visibility within diverse groups
By partnering with vendors whose community trusts them, your brand begins the journey of aligning itself in an authentic, non-performative way. This creates deeper connections and opportunities that can’t happen in traditional “hands off” partnerships often rooted in systemic imbalances of power.
Support your Corporate Social Responsibility (CSR) or Sustainable Development Goals (SDGs)
By engaging with diverse suppliers, you are contributing to your organization’s SGDs or company’s CSR objectives. Particularly, but limited to, those related to economic inclusivity and community support. This is particularly attractive to younger generation candidates who prioritize diversity and corporate social responsibility.
Innovate recruitment strategies, and create strategic partnerships
Outside perspectives and expertises create new strategies and efficiencies. Think of your diverse vendors as resources that create pipelines for future talent. And reduce your own workload.
Enhance internal culture and employee retention
Diverse suppliers can directly influence your company’s culture to be more inclusive. DEI consultants may lead your employees in transformative exercises. Job boards that attract underrecognized groups to your postings lead to hires that care a more diverse workforce. This broadening of perspective and experience attracts and retains employees who feel the positive culture shift.
Financial incentives and opportunities
There are numerous tax breaks and grants you can leverage to subsidize recruitment. Additionally, your organization’s clients or customers may favour companies who support a diverse supply chain. This becomes another market differentiator setting you apart from competition, and improves company reputation and brand loyalty.
Streamline your own work as a recruitment professional and create professional growth
Partnering with other experts in the field can reveal new strategies, tactics, and systems that save you time. Additionally, many diverse vendors offer training and upskilling that you can take advantage of to contribute to your own versatility and adaptability. You end up with newfound job satisfaction, while also making a positive social impact in your role!
Incorporating diverse suppliers into your hiring strategy is not just a moral and ethical choice but also a strategic business decision with significant benefits. Now it’s time to choose the right diversity vendor for your specific needs.
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How to choose the right diversity vendor in 3 steps
1.Assess your company’s specific goals and needs
Before starting the vendor selection process, take the time to assess your organization’s specific diversity recruitment goals and challenges. This will help prioritize areas where you need support the most. Common goals include:
Diversifying your applicant pool and ideal candidates.
Reducing high turnover with employees, especially underrepresented talent.
Executing your Corporate Social Responsibility (CSR) or Sustainable Development Goals (SDGs).
Developing inclusive messaging in your job postings and marketing materials.
Diversify representation in your leadership roles.
Improving overall company culture and reducing resistance at the organizational level.
2.Analyze the vendor’s expertise and experience
Look for diversity vendors with a proven track record of success in the recruitment marketing space, particularly within your industry or sector. Consider expertise and experience factors such as:
The vendor’s experience working with diverse candidates.
On the surface, a website or online ad may make a vendor seem capable. But it’s important to perform due-diligence.
Ask yourself:
Does the diversity vendor’s team reflect diversity in itself? For example, is there racial and cultural representation that reflects the communities the vendor claims to serve?
Does the diversity vendor have expertise and a proven track record in diversity, equity, and inclusion (DEI)? Look for indications via their client list, case studies, and any annual reports they release.
Does the vendor prioritize building relationships, fostering trust, and creating inclusive environments? There should be clear evidence that they exemplify genuine understanding of the challenges historically underrepresented employees face. And, demonstrate the ability to create great-fit solutions based on that understanding, instead of a “one-size-fits-all” approach.
It’s crucial for a diversity vendor to proactively navigate context concerning legislation around the Canadian Human Rights Act, trends, and emerging issues.
For instance, changes to designated groups in Canada could necessitate a shift in focus for your organization.
A vendor who understands the richness and value of diversity, due to their own lived experience is primed to engage in matters of inclusion with expertise and depth. Drawing from diverse perspectives, this vendor can offer insights and practical wisdom, ensuring that your inclusion efforts are not only legally compliant, but also ethical and authentic.
asses the vendor’s understanding of relevant legal and compliance issues.
When it comes to diversity and inclusion, there is no one-size-fits-all solution. It’s important to partner with a vendor who is savvy with multi-channel marketing initiatives to give you the greatest reach and visibility possible.
For example, at HireDiverse, we approach diversity hiring from multiple channels:
Custom employer page on our job board to highlight your culture, values and diversity initiatives.
Newsletter to job seekers that covers topical issues, not just job postings.
can the vendor tailor strategies to your unique needs?
Assess the technology and tools offered such as applicant tracking systems (ATS), analytics platforms, and diversity-focused job boards.
Our job board offers a seamless experience for posting jobs directly, giving you access to an intuitive analytics dashboard. This dashboard provides valuable insights such as job views and apply clicks, enabling you to track the performance of your job postings and optimize your recruitment strategies accordingly. HireDiverse also offers integration with your Applicant Tracking System, streamlining the process by pulling jobs from your site and attributing HireDiverse as the candidate source.
Consider their technology and tools that will help optimize your own hiring process
Cultural fit is essential when selecting a diversity vendor, as they will be representing your organization and engaging with diverse candidates on your behalf. Assess the vendor’s values, approach to diversity and inclusion, and commitment to aligning with your organization’s culture and values. Consider the composition of their team: are they diverse, and do they demonstrate their values in their work?
Evaluate their cultural fit with that of your own company or organization
While cost is a crucial consideration, it’s essential to weigh it against the potential return on investment (ROI) and value delivered by the diversity vendor. Look for vendors that offer transparent pricing models and demonstrate how their services can contribute to achieving your recruitment goals and driving business outcomes.
Consider cost and ROI
3. Assess the vendor’s fit based on your analysis and goals
Now comes the crucial part: assessing the vendor’s fit based on your analysis and goals.
Download our free assessment tool to guide your decision. The assessment tool is a concise PDF designed to help you organize your thoughts and evaluate potential diversity and inclusion vendors. It provides a structured format for comparing vendors, ensuring you make informed decisions to advance your diversity, equity and inclusion initiatives. Use this tool to select the best partners for enhancing workplace culture and implementing inclusive policies.
This tool will guide you in determining which vendor aligns best with your hiring objectives and strategies. By thoroughly evaluating each vendor’s capabilities and how they match your specific needs, you can confidently choose a partner that will effectively support and advance your diversity and inclusion efforts.
Selecting the right diversity vendor is a critical step in enhancing your recruitment marketing initiatives and building a more inclusive workforce.
If you’re looking for diverse talent acquisition, HireDiverse Job Board is the Canadian job board committed to diversity and inclusion.
Connect with us today to explore how we can partner with you to attract, engage, and retain top diverse talent while driving positive change within your organization.
Maximize your hiring strategy: tap into diverse talent acquisition
“Success is not measured by fame or wealth, but by the impact you have on others.”
-PHARRELL WILLIAMS
For employers in Canada, implementing robust diversity hiring practices is more than a compliance measure; it's a strategic advantage that drives organizational success. Diversity job boards play a key role in connecting employers with a wide array of qualified candidates from various backgrounds, ensuring that hiring practices align with the principles of equity and inclusion. By actively engaging with these platforms, organizations can tap into a broader talent pool and demonstrate their commitment to creating an inclusive workplace. This not only helps in building a more representative workforce but also enhances the company’s reputation as a forward-thinking and socially responsible employer, ultimately leading to greater innovation and employee satisfaction.
Diversity in hiring practices is crucial for fostering innovation and creating dynamic work environments. When organizations prioritize diversity, they benefit from a wide range of perspectives and ideas that drive creativity and problem-solving. This inclusive approach not only enhances team performance but also reflects the diverse customer base they serve, leading to better market understanding and more effective solutions. In Canada, embracing diverse hiring practices is essential for organizations aiming to build a workforce that mirrors the rich cultural and ethnic tapestry of the country. By prioritizing diversity, companies can attract top talent, improve employee satisfaction, and gain a competitive edge in the marketplace.
