Recruiting diverse associates
Hi guys:
As topic suggests - I'm running our firm's associate recruiting process and would love to understand what are some best practices to use to recruit more diverse candidates. A few issues we've experienced:
1. "In network" candidates hear about the positions first; as a result, by the time the job description has been distributed through our diverse network partners, their candidates are already "late"
2. Concept of "fit" - people always feel more invested in candidates that share a similar path / past - same sports / schools etc. Difficult to dispel that when most of the partners are the same and like the same people
3. High demand for diverse candidates that came from IB/PE path: these candidates are rare and highly sought after, and just not that available for every firm
I'm curious on if anyone has suggestions on how to work through 1/2 and limit their adverse impact?
For 1, that's a what's "in network" issue for you, not a bureaucracy / distribution issue. If you are serious about bringing in diverse talent through diverse network partners, you should be more engaging with them rather than using them as just a job board. If you were truly engaging with them, they would be a part of your network hearing about these jobs first.
When most of the partners are the same and are inclined to the same people why would a diversity candidate choose your company. If diversity is looking to check a box instead of being a founding company principle, it’s a bit like an obese person trying to get fit. Sure it’s possible but it’s that much more difficult. Point 2 makes me ask if the team really wants a candidate that looks different from the same culture instead of real diversity from a different culture or sexual orientation. I’m sure there are diversity networks to engage with and high performers that could be targeted for recruiting.
For number 1, it sounds like you just need better processes such as setting deadlines for resumes, dates for interviews, application process for all candidates, etc. That way candidates can't skip the line. Even if they are recommended internally, they still interview at the same time as everyone else and still have to go through a rigid and well-defined process.
What type of fund are you at?
Lol this diversity shit is unbelievable, everything about this just screams PR. No mentioning or even inclination at all of hiring for differing thought processes or aptitude, just all about that diversity stamp. Nice
Also, what's up with the "limiting their adverse impact" line? Sounds like you're asking how to minimize the damage of the output by hiring for "diversity" rather than skill. Hahaha just out there saying it now I guess, nice. Go ESG
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