Diversity Hiring
How to Build an Effective Diversity Hiring Strategy: A Practical Guide for HR Leaders
Here’s a surprising fact: companies with higher rates of gender diversity are 21% more likely to achieve above-average profitability. This proves that diversity hiring isn’t just the right thing to do – it’s smart business.
Research backs this up consistently. Diverse teams make better decisions up to 87% of the time, and companies that put effective diversity recruitment practices in place are 36% more likely to outperform their competition. These numbers tell a compelling story, yet many organizations still find it challenging to create diversity hiring strategies that actually work.
The numbers get even more interesting. More than 76% of job seekers think about workforce diversity as a key factor when they evaluate potential employers. Companies that score low on ethnic and gender diversity lag behind their competitors by an alarming 29%.
This piece will guide you through practical, step-by-step methods to create a diversity and inclusion hiring plan that delivers results. You’ll learn everything from evaluating your current processes to implementing unbiased screening methods. These strategies will help you build a more diverse team that performs better.
Want to revolutionize your recruitment strategy and improve your business outcomes? Let’s take a closer look!
What is diversity hiring and why it matters
Research shows that workplace diversity leads directly to business success. Organizations with ethnic and cultural diversity are 35% more likely to outperform industry standards. Companies that have more diverse management teams see 19% higher revenue. True diversity hiring goes beyond numbers and shows a fundamental change in how organizations look at talent acquisition.
Definition of diversity hiring
Diversity hiring means using recruitment practices based purely on merit. These practices must be free from biases about a candidate’s personal traits like age, race, gender, religion, sexual orientation, and other qualities that don’t affect job performance. Good diversity hiring doesn’t just meet demographic quotas. It creates fair evaluation processes that give every qualified candidate the same chance.
Experts say diversity hiring covers both inherent diversity (demographic factors like race, gender, and age) and acquired diversity (education, experience, skills, and knowledge gained over time). The goal is to build teams that mirror society’s makeup while making decisions based only on what matters for the job.
A truly diverse workforce has people with different:
- Ethnic backgrounds and nationalities
- Genders and sexual orientations
- Physical and cognitive abilities
- Educational backgrounds and socioeconomic statuses
- Ages and generational points of view
How it fits into DEI goals
Diversity hiring creates the foundation for broader Diversity, Equity, and Inclusion (DEI) initiatives. Diversity shows the differences within a setting, equity ensures fair treatment and chances, and inclusion builds an environment where everyone feels valued.
Diversity hiring represents the “what” – the demographic makeup – while inclusion shows the “how” – the cultural practices that enable diverse people to contribute and succeed. Hiring diverse talent starts the process, and organizations must build systems that support belonging and advancement, along with DEI. Check out more details in out blog on DEIB – Diversity, Equity, Inclusion, and Belonging.
Studies reveal that DEI performance goals create more inclusive workplaces, promote state-of-the-art solutions, and improve company culture. A Zippia study found that 67% of job seekers consider workplace diversity a priority when choosing where to work. This shows why diversity hiring has changed from a “nice-to-have” into a business necessity.
Young generations bring activism to work and prefer companies with cultures that match their beliefs. Diversity hiring strategies need to be part of a complete DEI plan that changes an organization at every level.
Common misconceptions
Many myths about diversity hiring still exist despite clear evidence. People often think diversity hiring means lower standards or special treatment. But real diversity hiring expands recruitment efforts and ensures equal access to chances for candidates who might get overlooked.
Some think diversity hiring costs too much. Actually, investing in diversity can save money over time. Companies with diverse leadership are 1.7 times more likely to lead state-of-the-art solutions in their market. Diverse teams make better business decisions than individuals by up to 87%.
Leaders sometimes believe only big corporations can implement diversity hiring. This isn’t true – organizations of any size should use inclusive hiring practices. While accommodations might seem expensive at first, research shows that hiring people with disabilities often leads to lower turnover rates and reduced recruitment costs.
People wrongly see diversity hiring as just meeting quotas. This view assumes companies hire certain backgrounds only for demographic reasons and non-diverse candidates are the “standard”. Good diversity hiring builds teams that reflect our varied society while focusing on merit and qualifications.
The idea that diversity hiring limits talent is backwards—it makes the pool bigger. Millennials will make up 75% of the workforce by 2025, and 86% would leave employers whose values don’t match their expectations. Embracing diversity hiring doesn’t shrink your candidate pool—it opens it up to match what future workers want.
Key benefits of a diverse hiring strategy
“A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone.” — Sundar Pichai, CEO of Google and Alphabet
Diversity hiring goes beyond social responsibility. It brings real business advantages that affect your bottom line. Research shows companies that welcome diversity perform better than their competitors in many business areas. Here’s a closer look at why diversity hiring should be a key strategy for HR leaders who look ahead.
Improved innovation and decision-making
Something special happens when people from different backgrounds cooperate. Teams with varied backgrounds bring different viewpoints that help solve problems better and boost creativity. In fact, research shows that diverse teams are 35% more likely to outperform their less diverse counterparts in innovation. This edge comes from mixing different viewpoints and experiences that question the usual way of thinking.
Teams with varied backgrounds look at more solutions during brainstorming and development. They spot opportunities that similar groups might miss. The business results speak for themselves. Companies with above-average diversity in their management report 19 percentage points higher innovation revenue compared to those with below-average leadership diversity (45% versus 26%).
The advantage in decision-making stands out even more. Studies show diverse teams make better decisions than non-diverse teams up to 87% of the time. This improvement happens because:
- Different experiences and expertise give insights that similar teams might miss
- Varied cultural viewpoints spark creativity and drive new ideas
- Multiple voices and personalities create unexpected solutions
- Diverse groups use wider knowledge pools to solve problems
Better employee engagement and retention
Diversity changes how employees feel about their workplace. Companies that focus on inclusion see higher engagement levels. Employees feel valued for their unique contributions in welcoming environments. A study found that diversity and inclusion together boost employee engagement—101% higher than in less inclusive settings.
Higher engagement helps keep employees around longer. People who feel they belong stay with their company. Employees with a sense of belonging are 18 times more likely to stay. Since replacing an employee costs six to nine months of their salary, better retention through diversity hiring saves money.
Teams that welcome differences are 17% more likely to report high performance. Better morale, higher productivity, and stronger commitment to company goals create this boost. These results come naturally in workplaces where people value different viewpoints.
Check out this blog on effective ways for recruiting diverse employees.
Enhanced employer brand and reputation
Your approach to diversity hiring shapes public opinion of your organization. About 76% of job seekers think diversity matters when looking at companies and job offers. Companies with real diversity programs attract bigger, more qualified talent pools.
The evidence is clear—62% of applicants would turn down an offer from companies not committed to diversity and inclusion. Finding top talent in competitive markets requires diversity hiring. Companies that show their dedication to diversity do better. Ethnically diverse companies are 39% more likely to beat their competition financially.
Diverse workplaces connect better with different customer groups. A workforce that mirrors society helps your organization relate to various market segments. This builds stronger bonds with customers, partners, and communities. The result? A better reputation and stronger market position for your company.
Common challenges in diversity hiring
Organizations face substantial roadblocks when they try to implement diversity recruitment strategies, despite the obvious benefits of diverse hiring practices. A better understanding of these challenges helps develop solutions that create truly inclusive workplaces.
Unconscious bias in recruitment
Unconscious bias stands as one of the biggest barriers to diversity hiring. Recruiters and hiring managers often form opinions about candidates based on first impressions or criteria that don’t relate to job performance. Most professionals think they make objective decisions, but research shows it takes just one-tenth of a second to make potentially wrong judgments about someone.
Here’s how unconscious bias shows up in hiring decisions:
- Affinity/similarity bias: We tend to prefer candidates who share our characteristics, like hobbies or educational background
- Halo effect: One positive trait makes recruiters assume everything else about a candidate is positive
- In-group bias: We favor members of our own social groups over others
- Age Bias: Age bias is a significant yet under-discussed hiring issue. In fact, many older candidates report being overlooked despite relevant skills. Our article, Silver Linings: Redefining Success in the Age of Ageism, explores how businesses can rethink success through multigenerational inclusion.
These biases often show up as a preference for candidates who fit the existing “culture,” which works against diverse candidates. Harvard Business School Professor Youngme Moon puts it this way: “‘The soft stuff’ has worked in the favor of a particular kind of individual… The truth is the soft stuff is often a euphemism, in many cases, for bias”.
Bias has a real effect on diversity hiring results. Studies show that biased hiring decisions create less diverse teams and hurt business productivity. This link between bias and business outcomes shows why HR leaders must prioritize addressing unconscious bias.
Diversity fatigue and resistance
Diversity fatigue presents another major challenge—a phenomenon first identified in 1990 when equal opportunities became a major corporate concern. This condition describes the frustration and exhaustion people feel when trying to create a more diverse workplace.
The numbers tell a concerning story. Atlassian’s 2018 State of Diversity Report revealed employees were 50% less likely to participate in diversity and inclusion programs compared to the previous year. Over 40% believed underrepresented communities in their organization needed no improvement.
Active resistance to DEI initiatives creates another major hurdle. This resistance typically shows up in three ways:
- Denying that discrimination exists: “I’ve never seen discrimination here, so it’s not a problem”
- Explaining away differences: “Differences are due to natural differences between men and women”
- Distancing oneself from responsibility: “DEI isn’t my responsibility; management should handle it”
This resistance comes from psychological factors like fear of making mistakes, losing status, not understanding DEI’s purpose, feeling personally attacked, and misunderstandings about diversity hiring.
Lack of clear DEI goals
Unclear diversity goals hold back diversity hiring efforts. Teams face common challenges: resistance to change, unconscious bias, weak leadership commitment, limited resources, and difficulty measuring progress.
Many organizations don’t deal very well with diversity fatigue because they lack time or resources to address DEI challenges and maintain long-term goals. Teams get frustrated when they can’t identify problem areas or track improvements without easy measurement tools.
Success in diversity hiring requires organizations to get a full picture of their current diversity efforts. They need to get stakeholders at all levels involved, set measurable objectives that line up with their mission, and create actionable diversity hiring strategies. Organizations must also accept that long-term change means pushing through difficulties and tracking results over time.
Organizations need to acknowledge these challenges openly and develop systematic approaches to overcome them. Success comes from addressing unconscious bias, curbing diversity fatigue and resistance, and setting clear DEI goals. This approach helps build recruitment processes that truly benefit from diversity.
Explore how a recruitment partner can strengthen your diversity & inclusion strategy.
How to Create Diverse Hiring Experiences?
Step 1: Audit your current hiring process
A successful diversity hiring experience starts with a clear picture of where you stand. You need to know your organization’s current position before trying new strategies. The audit process builds your foundation and gives you a clear explanation of current practices that need improvement.
Review diversity metrics
Diversity metrics help you calculate and review diversity and inclusion in your organization. These measurements show how different demographic groups move through your recruitment funnel and overall workforce.
Your first step should focus on simple representation metrics about race, gender, age, ethnicity, and other demographic factors. This data shows which groups need more representation and where disparities exist. When your workforce shows less diversity than your applicant pool, your recruitment process might have hidden bias.
Retention metrics tell an important story—high turnover rates in specific demographics point to deeper problems. To cite an instance, when female employees leave more often than male employees, you might have hidden barriers to inclusion.
Pay equity metrics help ensure fair compensation across all demographic groups. Finding gender, racial, or ethnic pay gaps shows where you need to step in right away.
Recruitment metrics should track diversity at every hiring stage, from application to offer acceptance. This detailed view shows where candidates from underrepresented groups might leave your process.
Identify gaps in sourcing and selection
Your sourcing strategies need a close look at candidate origins. Some channels might bring more diverse applicants than others. Job boards, networking events, and employee referral programs can attract candidates from underrepresented groups differently.
Job descriptions often hide subtle bias that keeps diverse candidates away. The language in your job posts needs careful review—does it stay gender-neutral and age-neutral? Words like “dominate” or “aggressive” might stop women and non-binary candidates from applying.
Your screening and shortlisting criteria need a full review. Standard and objective criteria work best. Subjective methods often let unconscious bias creep into selection.
Before making changes, take a good look at your interview practices. Research proves that structured interviews with diverse panels reduce hiring bias. Your current interview methods might favor certain candidates unfairly.
Many teams succeed by making applications anonymous—they remove names and photos from candidate searches. Studies show women’s applications got accepted more often when first names were hidden.
Assess current team demographics
Your diversity goals need detailed workforce data as a starting point. Look at protected characteristics like racial and ethnic makeup, gender spread across roles, age diversity, and disability status.
Beyond what you can see, think about “invisible” aspects of diversity that shape team dynamics. These include personality traits, communication styles, and life experiences that add to cognitive diversity.
This data helps you match your internal demographics against local labor market statistics or industry data. You can spot which groups need more representation in your organization compared to the available talent pool.
The distribution of diversity across different levels needs attention. Your entry-level team might show great diversity while leadership stays uniform. This top-to-bottom view reveals barriers that stop underrepresented groups from moving up.
Diversity auditing works as an ongoing process, not a one-time task. Regular sourcing audits help you track progress, adjust strategies, and make your diversity hiring better over time.
Step 2: Set clear and realistic diversity goals
“Diversity is a fact, but inclusion is a choice we make everyday. As leaders, we have to put out the message that we embrace, and not just tolerate, diversity.” — Nellie Borrero, Senior Global Inclusion & Diversity Lead at Accenture
The life-blood of any successful diversity hiring strategy lies in setting meaningful diversity goals. Your next significant step after auditing current processes requires clear objectives that will shape your diversity recruitment efforts.
Business objectives should drive your goals
Diversity hiring strategies work best when they connect to broader organizational priorities. Leadership support and initiative value become evident when your goals match your company’s business objectives.
Your organization’s specific industry, market position, and corporate ambitions should shape a compelling business case. This connection helps you get executive support and shows how diversity hiring leads to business success.
Here’s how diversity goals tie to business outcomes:
- Innovation – Companies focused on state-of-the-art solutions can aim to add diverse voices to product development teams
- Market growth – Organizations looking to expand can better understand diverse customer bases through strategic hiring
- Productivity – Team diversity improves decision-making and problem-solving abilities
Research shows that companies with ethnically or gender-diverse leadership teams are 25% and 36% respectively more likely to outperform competitors financially. So, your diversity hiring goals support long-term organizational success by enabling teams to understand customer concerns better and deliver effective service.
Regular business reporting should include diversity metrics among other key performance indicators. Both internal and external stakeholders need visibility into this progress.
Short-term targets make long-term goals achievable
Big diversity objectives can overwhelm teams. Your team needs immediate achievable milestones rather than unattainable targets that lower morale.
SMART framework helps create effective diversity hiring goals:
- Specific – Your targets need precision rather than general statements
- Measurable – Numbers help track your progress effectively
- Attainable – Audit findings should guide realistic objectives
- Relevant – Company values must reflect in your goals
- Time-bound – Clear deadlines help track milestones
To cite an instance, rather than saying “We will improve gender diversity,” you might target “Increase qualified female candidates by 10% within six months” or “Increase qualified minorities in the upcoming quarter by 15%”.
Data should guide strategy adjustments. Teams need to celebrate wins, learn from setbacks, and gather employee feedback to improve continuously.
Note that diversity hiring goals form part of a detailed company-wide diversity and inclusion plan. This plan combines your aspirations, analytical insights, and specific action items with defined timelines, responsible parties, and measurement criteria.
Organizations can build diverse workforces steadily by setting realistic goals that connect to business objectives and breaking them into manageable targets. This approach helps avoid diversity fatigue that comes from unrealistic expectations.
Step 3: Improve sourcing and job descriptions
Your job descriptions and sourcing strategies become vital tools to attract diverse talent after setting diversity hiring goals. Job opportunity communications and posting locations can expand or limit your candidate pool’s diversity.
Use inclusive language in job ads
Language choices in job descriptions substantially affect who applies. Studies show that 3 out of 4 job seekers look specifically for diverse and inclusive organizations. Words like “aggressive,” “dominant,” or “ninja” can discourage female candidates, while terms like “considerate,” “cooperative,” and “responsible” tend to be more inclusive.
Here’s how to make your job descriptions more welcoming:
- Use neutral alternatives instead of gendered terms (e.g., “salesperson” instead of “salesman”)
- Remove age-biased phrases like “digital native” or “recent graduate”
- Distinguish between required and desired qualifications, since women rarely apply unless they meet 100% of requirements
- Remove unnecessary job requirements that don’t affect performance
You can use several tools to detect bias in your job descriptions, including gender-bias decoders that scan text for potentially exclusive language.
Make use of diverse job boards and networks
Posting jobs on platforms that serve underrepresented groups expands your candidate pool. Diversity job boards help employers connect with candidates from various backgrounds and show your dedication to inclusivity.
These specialized platforms include:
- Diversity.com – serving various underrepresented groups since 2000
- Professional Diversity Network – the largest diversity recruitment platform in the US
- Career Contessa – designed for women and non-binary professionals
- LGBTconnect – specifically for LGBTQ talent
- Jopwell – focused on Black, Latinx, and Native professionals
Organizations that use diversity job boards report better representation in their workforce and improved compliance with government hiring norms.
Encourage referrals from underrepresented groups
Employee referrals are valuable hiring channels, but they can perpetuate homogeneity since people tend to refer candidates similar to themselves. You can adapt your referral program to support diversity hiring through these approaches:
- Ask for “diverse referrals” and offer extra bonuses for hired candidates from underrepresented groups
- Request “leads” instead of referrals to help employees think beyond their immediate networks
- Get referrals from your employee resource groups
- Look beyond current employees to include alumni and professional associations for referrals
These strategies create inclusive pathways that attract candidates from all backgrounds and strengthen your organization’s reputation as one that values diversity.
Step 4: Remove bias from screening and interviews
Bias-free evaluation stands at the heart of an effective diversity hiring strategy. Your diversity efforts might fall short even with varied candidate pools if screening and interview practices remain biased.
Implement blind resume screening
Blind resume screening removes identifying details like names, photos, addresses, and dates from applications before review. This helps evaluators focus only on skills and qualifications. A notable study showed symphony orchestras hired more women after they started blind auditions with candidates performing behind screens.
Here’s how to use blind screening well:
- Take out candidates’ photos, names, ages, and addresses from applications
- Hide educational institutions to avoid bias based on academic background
- Use HR tools like Blendoor that hide identifying details automatically
Blind screening can cut down unconscious bias that shows up within one-tenth of a second when looking at candidate information.
Use structured interviews
Proper interview techniques and structured interviews ask each candidate similar questions in the same order. This creates a fair way to compare candidates objectively.
Research proves structured interviews reduce bias. They better predict job performance and take less time than casual conversations. Your structured interviews should:
- Ask questions that link directly to job needs
- Keep the same question order for everyone
- Use preset evaluation criteria
Companies that use structured interviews see better fairness ratings from candidates. This builds a stronger employer brand and helps meet employment laws.
Create diverse interview panels
Diverse interview panels bring together people with different backgrounds, genders, ages, and points of view. This cuts down individual biases and shows candidates your dedication to diversity firsthand.
Traditional one-person interviews often carry unconscious bias throughout. Interviewers tend to prefer candidates who share their traits or backgrounds.
Build effective diverse panels by:
- Adding members from underrepresented groups
- Including people with varied educational backgrounds
- Giving specific evaluation tasks to each panel member
These three strategies – blind resume screening, structured interviews, and diverse panels – create a fair evaluation process. This gives every qualified candidate an equal shot at success.
Step 5: Track progress and refine your strategy
Success in diversity hiring depends on measuring results and fine-tuning your approach based on ground results. Your diversity recruitment strategy needs careful tracking of outcomes to make steady progress.
Monitor key diversity hiring metrics
Organizations aiming to be inclusive must track their diversity recruiting metrics. A good tracking system should monitor these important indicators across your talent acquisition funnel:
- Demographic composition at each stage (application, interview, offer, hire)
- Source of hire effectiveness for diverse candidates
- First-year retention rates across demographic groups
- Pay equity across different populations
- Promotion rates for underrepresented groups
Data from quarterly reviews helps spot meaningful trends and allows quick adjustments when needed. Modern analytics tools can spot patterns in hiring data that might show bias, which helps create better solutions.
Collect feedback from candidates and employees
Numbers tell only part of the story. Your employees and candidates can give valuable insights about your diversity and inclusion efforts. Regular surveys and feedback sessions bring out important points of view that data alone misses.
Team members’ feedback about belonging and inclusion points to areas that need work. Candidate experience feedback sorted by demographics can reveal hidden patterns. Some groups might consistently report worse experiences than others.
People need different ways to share honest feedback without worry. This human side of information works with your metrics to give you the complete picture of your progress.
Adjust tactics based on data
Look at your metrics and feedback to answer simple questions: “Did we reach our goals? What worked and what didn’t?”. These answers help you build on what works and fix what doesn’t.
Building a diverse workplace takes time and needs constant review and adjustment. Small steps forward in areas that lacked diversity bring fresh ideas that lead to genuine innovation.
Stay open about your wins and struggles. Progress reports show your steadfast dedication to diversity and inclusion while creating accountability throughout your organization.
Conclusion
A successful diversity hiring strategy needs dedication, consistency and ongoing improvement. In this piece, we’ve looked at practical steps that turn diversity hiring from theory into real results. The five-step framework gives HR leaders a clear path to make meaningful changes in their organizations.
Data shows that diversity hiring brings major business benefits. Companies that welcome diversity perform better than competitors. They make smarter decisions and attract talented people more easily. On top of that, it brings fresh points of view that boost innovation and creativity, which leads to better financial results.
Your diversity hiring trip will face some roadblocks. Unconscious bias, pushback against change, and diversity fatigue create real-life challenges for many organizations. All the same, our structured approach helps tackle these barriers step by step while building lasting progress.
Diversity hiring is just one part of a detailed DEI strategy. Your organization must create inclusive spaces where everyone feels valued and able to contribute after bringing diverse talent onboard. Your diversity hiring efforts should line up with bigger inclusion initiatives that spread through your company’s culture.
Quick fixes rarely last. The key lies in building strong foundations through full audits, clear goals, inclusive language, unbiased processes, and regular measurement. Success in diversity hiring takes time and persistence.
The results tell the story – companies that make diversity a priority gain major advantages in today’s global market. With these practical strategies, you have the tools to build a more diverse, inclusive, and high-performing organization that reflects an array of our society.
Key Takeaways
Building an effective diversity hiring strategy requires a systematic approach that transforms recruitment from bias-prone processes into merit-based systems that unlock significant business advantages.
• Audit first, act second: Review current diversity metrics, sourcing gaps, and team demographics before implementing changes to establish a data-driven baseline for improvement.
• Set SMART diversity goals aligned with business objectives: Break long-term aspirations into specific, measurable targets that connect to innovation, market growth, and productivity outcomes.
• Remove bias through structured processes: Implement blind resume screening, standardized interviews, and diverse panels to ensure fair evaluation based solely on qualifications.
• Expand sourcing beyond traditional channels: Use inclusive language in job descriptions and leverage diversity job boards to attract underrepresented talent pools.
• Track progress continuously and adjust tactics: Monitor key metrics, collect candidate feedback, and refine strategies based on data to maintain momentum and accountability.
Companies with diverse teams make better decisions 87% of the time and are 35% more likely to outperform competitors. The five-step framework outlined here provides HR leaders with practical tools to capture these advantages while building more inclusive organizations that reflect our diverse society.
FAQs
Q1. What are some effective strategies to increase diversity in hiring?
Implement blind resume screening, use inclusive language in job descriptions, leverage diverse job boards, create diverse interview panels, and encourage referrals from underrepresented groups. Also, invest in diversity and inclusion training for hiring managers and recruiters.
Q2. How can companies align diversity hiring goals with business objectives?
Connect diversity goals to specific business outcomes like innovation, market growth, and productivity. For example, set targets to increase diverse voices in product development teams or link team diversity to enhanced decision-making capabilities. Incorporate diversity metrics into regular business reporting alongside other key performance indicators.
Q3. What are some common challenges in implementing a diversity hiring strategy?
Key challenges include unconscious bias in recruitment, diversity fatigue and resistance from employees, and lack of clear DEI goals. Organizations may also struggle with sourcing diverse candidates and creating truly inclusive job descriptions and interview processes.
Q4. How can companies measure the success of their diversity hiring efforts?
Track key metrics such as demographic composition at each hiring stage, source of hire effectiveness for diverse candidates, first-year retention rates across demographic groups, pay equity, and promotion rates for underrepresented groups. Regularly collect feedback from candidates and employees to gauge perceptions of your diversity and inclusion efforts.
Q5. What role does inclusive language play in diversity hiring?
Inclusive language in job descriptions is crucial for attracting diverse candidates. Remove gendered terms, eliminate age-biased phrases, differentiate between required and desired qualifications, and limit unnecessary job requirements. Use gender-bias decoder tools to scan for potentially exclusive language. This approach helps ensure your job postings appeal to a wider range of qualified candidates.
