Rhona Barnett-Pierce

RHONA PIERCE

Promo image showing Rhona Pierce, a Black woman, looking down at a video clapper. Shows the words: "The Truth about Diversity Hiring" Newsletter #005

Most executive teams measure the success of their Diversity Hiring Strategy by the number of employees hired from a specific demographic.

They put pressure on Talent teams to:

  • Sign up for diverse job boards
  • Attend hundreds of career fairs
  • Source for specific demographics

Most companies don’t know what they’re looking for when they talk about Diversity Hiring.

“The success of your Diversity Hiring efforts is not how many you’ve hired, but how many are able to have an equitable experience through your stages, and then how many stay.”

GIF of video interview with Tara Turk-Haynes. Displays Tara talking and the following captions on the screen: "I would guarantee you most companies don't even know what they're looking for when they talk about diversity hiring. I just don't think they know what that means.

That’s a quote from the conversation about Diversity Hiring that I had with Tara Turk-Haynes a few weeks ago. We candidly discussed implementing diversity hiring strategies and how recruiters can influence strategy, even if they’re not in management.

We are the subject matter experts when it comes to hiring. Most of us have the data needed to have the conversations that will help us shift the focus from top of funnel and number of hires to looking at the entire pipeline and analyzing where diverse candidates are falling off in the process.

In my experience, most aren’t falling off at the recruiter stage. So the focus shouldn’t only be on measuring recruiters. Hiring managers and your hiring panel should also be part of executing your strategy. I’ve found that sharing pipeline demographics with hiring managers is the most effective way of having this conversation.

Screenshot of current pipeline summary report. Shows a bar graph with counts of candidates per stage of the pipeline by gender.

I have a monthly meeting with hiring managers where I share:

  • What the Diversity of the Current Pipeline looks like
  • Stages at which specific groups are frequently archived
  • Deep dive into whether any groups are overrepresented in specific archiving reasons

I also partner with my HRBPs and have a quarterly meeting with our hiring managers to review retention per demographic. We review things like:

  • Exit Reasons
  • Tenure
  • eNPS scores (if available)

You have to look at the entire picture, and all players must be involved in the conversations if we want to successfully create a company committed to Diversity, Equity, and Inclusion.

70% of job seekers want to work for a company that demonstrates a commitment to DEI.

Diversity Hiring isn’t going away. Talent Acquisition Teams and Executive Teams must get on the same page about how to approach things in a way that sets everyone involved up for success.

You can watch the entire conversation on my NEW YouTube Channel.

Quick Question

Are you interested in more conversations like the one I had with Tara? Who are some of the experts you’d like for me to chat with? Reply and let me know.

Talk to you next week!


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