If you always recruit from the same talent pools using the same methods, you’ll keep hiring similar candidates. To build a dynamic, innovative team, you must prioritize diversity of thought. Expanding your hiring approach allows you to bring in fresh perspectives, foster creativity, and stay ahead of the competition.
Here are seven effective strategies to ensure your organization attracts and retains candidates with diverse experiences, ideas, and problem-solving skills.
1. Research Diverse Talent Pools
To truly hire for diversity of thought, you need to look beyond traditional sources. Identify colleges, universities, and professional organizations that attract a wide range of talent, including women, individuals with disabilities, and professionals from various racial, cultural, and socioeconomic backgrounds.
Engage with these institutions and create relationships that allow you to recruit talent that might otherwise be overlooked. Sending recruiters to diversity-focused career fairs and networking events ensures your hiring pipeline is filled with candidates who bring unique perspectives.
2. Expand Your Hiring Perspective
Hiring managers often seek candidates who “fit” a specific mold. While cultural alignment is important, it shouldn’t mean hiring people who think exactly like your current team.
Encourage recruiters to prioritize innovation, adaptability, and fresh thinking over traditional qualifications. Look for individuals who challenge norms and bring new ways of solving problems rather than simply reinforcing existing patterns.
3. Train Recruiters to Recognize True Potential
Hiring for diversity of thought means going beyond resumes and first impressions. Train recruiters to assess candidates based on their problem-solving abilities, creativity, and adaptability rather than their appearance, background, or traditional qualifications.
Recruiters should focus on the substance of a candidate’s experience rather than external factors like attire or nervous habits. The key is to identify individuals who bring fresh ideas, challenge conventional thinking, and can contribute in meaningful ways.
4. Use a Diverse Hiring Panel
A single hiring manager’s perspective can limit diversity in decision-making. To ensure a broader viewpoint, assemble a diverse hiring panel that includes individuals from different departments, backgrounds, and levels within the organization.
Diverse interview panels can provide well-rounded feedback and prevent unconscious bias from affecting hiring decisions. Encourage interviewers to evaluate candidates based on how they think, solve problems, and contribute to a team rather than focusing solely on industry experience or familiarity.
5. Build and Expand Your Professional Network
Networking plays a crucial role in hiring for diversity of thought. Attend career fairs, industry conferences, and community events where underrepresented professionals are present. Engage with organizations that support diverse professionals and establish long-term relationships with talent pools outside of your usual hiring channels.
Utilize social media platforms like LinkedIn, Twitter, and Facebook to share job opportunities and actively encourage a diverse audience to apply. Ask employees to share openings within their own networks to reach candidates with unique perspectives.
6. Partner with Diversity-Focused Organizations
Collaborate with organizations that specialize in promoting workplace diversity. Establish partnerships with nonprofits, industry associations, and student groups that focus on career development for underrepresented professionals.
For example, when recruiting on college campuses, seek out student organizations dedicated to minority groups, women in leadership, or individuals with disabilities. Sponsoring events or mentorship programs can further build relationships and expand your reach.
7. Ask the Right Interview Questions
The interview process should be designed to identify candidates who bring diversity of thought to your organization. Instead of just assessing technical skills, ask questions that encourage candidates to share their unique perspectives.
Some effective questions include:
- How have you approached problem-solving differently than your peers?
- Can you share an experience where you introduced a new idea that challenged the status quo?
- What perspectives or experiences do you bring that might differ from those already on our team?
- If you could change one aspect of our industry, what would it be and why?
These questions allow candidates to showcase their critical thinking, creativity, and ability to bring fresh insights into the workplace.
The Power of Hiring for Diversity of Thought
One CEO of a facilities management company realized the power of hiring for diversity of thought when he sought to increase the number of women in leadership roles. Rather than looking within his industry, he attended networking events for women in real estate.
“I wanted to find women who would bring different experiences so we could get fresh ideas. I looked for women who understood property management from the client’s perspective and would challenge the way we’ve always worked. We now have several women in decision-making positions as a result, and we’ve been able to better serve our clients.”
By actively seeking different perspectives, he was able to introduce new strategies and improve overall business performance.
Make Diversity of Thought a Hiring Priority
Organizations that prioritize diversity in hiring benefit from increased innovation, stronger team collaboration, and a broader market reach. By bringing together individuals with varied experiences, perspectives, and problem-solving approaches, companies can remain competitive and drive long-term success.
Leadership plays a critical role in fostering an inclusive hiring culture. It’s not enough to recruit diverse talent—you must also create an environment where different voices are valued and heard. A commitment to hiring for diversity of thought ensures your organization continues to grow, adapt, and thrive in an ever-changing business landscape.
Take the Next Step in Building an Inclusive Workplace
Ready to create a culture where diversity of thought thrives? Learn how to build an inclusive workplace where every employee feels valued by accessing Achievers’ report, “The Business Impact of Inclusive and Frequent Recognition.”
