<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=1603393293318679&amp;ev=PageView&amp;noscript=1">
ALL POSTS

Summer of Sourcing Virtual Slam Day 1: Diversifying Your Talent Pipeline

If you walked in to Lever’s headquarters right now, you’d think you were in Hawaii. Why, you ask? The second annual Summer of Sourcing is upon us!

That means we have leis, palm trees, beach balls, flip flops, and all of the essentials for summer – coupled with three days of live, interactive sourcing content, featuring talent experts from Google, Deloitte, RecruitingDaily and more focused on proactive recruiting and sourcing.


On day one, we picked the brains of Josh Bersin, Principal and Founder of Bersin by Deloitte, Leah Knobler, People Ops at Help Scout, and Heather Doshay, VP of People at Rainforest QA, to hear their secrets to building a more inclusive sourcing process and diversifying your candidate pipeline.

Why it’s important to build a more inclusive sourcing process

Sourcing for diversity is crucial to building a well-balanced, productive corporate culture. Michael Gallagher, our host and Senior Sales Recruiter, dove right into the topic with a few hard-hitting stats:

  • McKinsey’s research shows that gender-diverse companies are 15% more likely to outperform their peers and ethnically-diverse companies are 35% more likely to do the same.
  • Catalyst research shows that companies with more women on the board statistically outperform their peers over a long period of time.

More concretely, this means 2.3x higher cash flow per employee.

But, how do you know if there’s a diversity issue at your company that needs to be corrected?

How to achieve rapid results through intentional sourcing

Leah Knobler shed light on how she leverages data to benchmark and set goals for diversifying the candidate pipeline at Help Scout. Through a demographic survey, she confirmed that their engineering team was comprised of only 5% women. Knowing that diverse teams lead to greater outcomes, she set an aggressive goal to increase that percentage to 13% within a year.

Their inbound candidate pipeline was made up primarily of white males, so Leah knew that great intentionality and proactive sourcing were crucial keys to success. She, with the approval of leadership, outbound sourced 100% women from underrepresented groups to diversify their pipeline. One year later, her goal was accomplished: the engineering team grew from 5% women to 13% women – and admittedly, there’s still more work to be done.

In the age of proactive recruiting, talent teams are fortunate to have the freedom to hand-select the vast majority of their new hires. However, from an inclusion perspective, this can be both a blessing and a curse as we consider how unconscious bias sneaks into our sourcing processes.

How to create an inclusive workplace and show your commitment 

Creating an inclusive workplace is no easy feat, and there is always room for improvement and growth. One step in the right direction is to recognize, acknowledge, and get rid of your own unconscious biases – and find ways to keep diversity at the forefront of recruiting.

Heather Doshay posed the rhetorical question, “What does your careers page say to candidates?” Companies must show candidates their commitment to diversity and inclusion to change the conversation.

Josh Bersin drove the point home saying, “You can hire diverse employees, but you must make them feel included. Diversity is nothing without inclusion.”

Who is responsible for diversity and inclusion? 

We ended day one of the Summer of Sourcing with a poll for the audience: Whose job is it to attract diverse talent and build an inclusive workplace culture? The options were:

  • The hiring managers
  • The executive suite
  • The recruiting team
  • The entire company

An overwhelming 89.7% of the audience agreed that it’s the entire company’s responsibility to attract diverse talent and build an inclusive workplace culture.

Josh Bersin had a different point of view. He said, “Most CEOs think [diversity and inclusion] is HR’s problem; they don’t realize it’s their problem.” This goes to show that D&I has rightfully evolved from a buzzword to a strategic and necessary business decision to empower people and companies to do their best work.

---

We had so much fun ringing in the summer with Josh Bersin, Leah Knobler, and Heather Doshay. For more insights from a squad of sourcing veterans, tune in tomorrow for our third and final session on how to elevate your career with proactive sourcing.

Missed any sessions? Sign up here, and we’ll send you recordings for the full Slam this Friday.

Further reading

Summer of Sourcing Virtual Slam Day 3: Elevating Your Career with Proactive Recruiting

Summer of Sourcing: Elevating Your Career with Proactive Sourcing

Read More

Summer of Sourcing Virtual Slam Day 2: Mastering the Analytics of Sourcing

Yesterday, we wrapped up the second session of our Summer of Sourcing Virtual Slam, a 3-day live video summit all about proactive recruiting. Our Day 2 session was titled, Mastering the Analytics of Sourcing, and our panelists came ready to tackle this tough topic in their finest summery getups with fruity ...

Read More

Join us for this year's Summer of Sourcing Virtual Slam

Summer is upon us, and that means Lever is back with our second annual Summer of Sourcing! This year, we are thrilled to celebrate the solstice by bringing you a 3-day virtual slam focused on all things proactive recruiting.

Read More