¿Cómo mides y mejoras la calidad y diversidad de tu grupo de talentos?

This involve combination of both qualitative quantitative metrics 1 Evaluate how employees are meeting or exceeding job responsibilities, promotion retention rate 2 Conduct skill and competency assessment of employees on regular basis 3 Track metrices for hiring like time to fill position, quality of hire for defined period, candidate experience 4 Track representation of different demographic groups at various level, calculate ratio like gender diversity ethnic diversity 5 For recruitment metrics track hiring source diversity 6 Use diverse job boards, partnership minority organization outreach program to attract wide range of candidates Focus on unconscious bias, cultural competency, flexible work policy. HR analytics to measure diversity

Start by clearly defining which skills, experiences, and personality traits are essential to success in your organization and in the specific roles you are seeking to fill. Consider both technical skills and behavioral skills, such as emotional intelligence, teamwork ability, adaptability and problem solving. Include criteria that promote diversity, such as experience in different industries, educational and cultural backgrounds, and communication and collaboration skills.

Since 2006, we publish the schillingreport each and every year with a diligent analysis of the largest 100 employers in Switzerland. The publication has become a standard reference work for diversity in Swiss companies, providing information on diversity in terms of gender, cultural background, education, professional experience, composition of boards and more.

We employ a multifaceted approach, leveraging both quantitative metrics and qualitative assessments. This includes evaluating candidate performance in past roles, conducting rigorous interviews to assess competency and cultural fit, and tracking diversity metrics such as gender, ethnicity, and background. Additionally, we actively seek out diverse talent through targeted outreach efforts, networking events, and partnerships with organizations promoting diversity and inclusion. Continuous feedback mechanisms and regular reviews of our recruitment processes ensure ongoing improvement in the quality and diversity of our talent pool, enabling us to better serve the evolving needs of our clients and the broader business community.

Defining quality and diversity in a talent pool requires a nuanced approach. For me, quality means candidates who not only have the necessary skills and experience, but also align with our company’s values and culture. Diversity, on the other hand, is about ensuring a mix of backgrounds, perspectives, and experiences. For instance, when I source for a role across multiple countries, I ensure that job descriptions are inclusive and unbiased and use AI to source from diverse talent pools and check for unconscious bias in our processes. Understanding local/regional nuances is crucial. I make sure to research local employment laws, cultural norms, & market conditions to tailor my approach and ensure a truly diverse and high-quality talent pool.

Here’s a hard truth: relying solely on resumes and traditional metrics is outdated. To define quality and diversity, you need a holistic view of the candidate. Think psychometric testing and real-world problem-solving scenarios. In my experience placing CxOs in tech, those who thrive aren’t just qualified—they’re the right cognitive fit. I’ve used this approach to match executives with companies where they didn’t just fit in—they transformed the culture. Stop playing it safe; start getting it right.

Every year, for the past 20 years, we have published the schilling report, a comprehensive report on the state of diversity at the 100 largest employers in our market. The diversity criteria relate to gender, age, nationality, education and functional experience. This knowledge gives us an excellent insight into various talent pools. At the same time, it has led to a high reputation among clients and candidates who actively seek our contact.

First up, get clear on what "quality" and "diversity" mean for your organization. It’s not just about filling quotas or ticking boxes. Quality could mean finding folks with the right mix of skills, experience, and potential for growth. Diversity, on the other hand, is about bringing different perspectives, backgrounds, and abilities to the table. Set specific, measurable criteria for both. This way, you’re not shooting in the dark. You have a clear target, making it easier to adjust your strategies and track progress. It’s like setting the destination on your GPS before you start driving.

Start by defining clear criteria for quality and diversity tailored to your clients' specific needs. Incorporate metrics like candidate satisfaction, retention rates, and the breadth of skill sets and backgrounds in your talent pool. Regularly review these metrics to identify areas for improvement. Engage in targeted outreach and partnership with diverse professional groups to enrich your talent pool. By continuously refining your approach based on feedback and evolving market demands, you ensure your service remains dynamic and inclusive, setting a high standard for excellence and diversity.

In the the search for exceptional talent, it's important to have a clear understanding of what constitutes "quality" and "diversity". At ATRIA Consulting, we know that quality goes beyond just ticking boxes for the necessary skills and experience. We are committed to identifying those rare 'Purple Squirrels' who bring something extraordinary to the table and can make a real difference to our clients' teams. In the same vein, diversity is not just a checkbox item for us; it's a core value that we prioritize. We firmly believe that when we look beyond the resume, we uncover true gems, and we are committed to delivering outstanding results for our clients.

Diversify your recruitment channels beyond traditional methods to attract a wider range of candidates. Utilize social media platforms, professional networks, partnerships with local organizations and universities, and targeted internship programs to tap into diverse talent pools.

I’ve found that expanding sources & channels is key to improving the quality and diversity of the talent pool. I’ve personally had success with diverse job boards, which have allowed me to reach a wider audience. Networking events & webinars have also been invaluable for connecting with potential candidates. I’ve seen the power of employee referrals first-hand, as they often bring in candidates from diverse networks. Social media platforms like LinkedIn and even Youtube (!!) have been effective sourcing tools. Lastly, I’ve formed partnerships with universities & organizations to attract diverse talent. Each channel has unique advantages and tailoring my approach to each has been instrumental in building a diverse, high-quality talent pool.

Cultivate Talent Communities: Think of it as growing your own talent garden. We build vibrant communities by engaging potential candidates long before we need them. This involves hosting webinars, roundtable discussions, and even casual coffee chats. These platforms encourage knowledge sharing and foster diversity of thought, making our talent pool as rich and varied as a well-attended potluck dinner.

If you keep fishing in the same pond, you’ll catch the same fish. To enhance both the quality and diversity of your talent pool, look beyond the usual job boards and career fairs. Tap into niche websites, professional groups, and networks that cater to a wide array of talents. Consider partnerships with organizations focused on promoting diversity in the workplace. By diversifying your sourcing strategies, you’re not just waiting for the right candidates to find you; you’re actively seeking them out. It’s about casting a wider net to catch a more varied and vibrant selection of fish.

Relying on job boards and LinkedIn alone is lazy recruiting. For CxOs and Board Members in the Tech and Digital sectors, you need to dig deeper. I’ve discovered top-tier talent in places like niche coding bootcamps and even eSports tournaments. It’s controversial, but it works. Candidates thrive when their unique environments are respected. Expand your reach, and embrace the unconventional. I also rely heavily on industry insiders and referrals from trusted connections. In executive search we need to think creatively and strategically about where to find top executive talent. By stepping outside traditional methods, we can identify diverse and highly qualified candidates who might otherwise be overlooked.

Bei der Erweiterung eurer Quellen ist es entscheidend, über die typischen Plattformen hinaus zu suchen. Nutzt Nischen-Jobbörsen und Community-Gruppen, um unterrepräsentierte Talente zu finden. Dies zeigt nicht nur euer Engagement für Vielfalt, sondern kann euch auch einen Wettbewerbsvorteil verschaffen, indem ihr Zugang zu einem Pool von Kandidaten habt, die eure Konkurrenten möglicherweise übersehen.

Being knowledgeable of diverse universities, fraternities/sororities, networking groups/associations and events will help provide additional keywords to help in searching for diverse talent on LinkedIn or through a Boolean search. Also, leverage internal diversity "ambassadors" who are prior hires or current employees who are involved in these groups; they can be a great referral or intel source.

Expandir suas fontes de recrutamento é uma maneira eficaz de melhorar a qualidade e a diversidade do seu banco de talentos. Utilize diversas plataformas e ferramentas, como quadros de emprego, mídias sociais, eventos de networking, grupos de ex-alunos, associações do setor e comunidades online, para alcançar um público mais amplo e diversificado. Aproveite sua rede existente, incluindo clientes, colegas, parceiros e candidatos, para obter referências e recomendações. Além disso, faça parcerias com organizações e iniciativas que promovem diversidade e inclusão em seu campo, como associações profissionais, programas de mentoria e grupos de defesa.

To find the best and most diverse group of job candidates, think about looking in more places. Use job boards, social media, events, and groups related to your work to find more people. Ask your coworkers, friends, and other companies you work with if they know anyone good. Also, join forces with groups that help make workplaces more diverse. This way, you're not just looking in the usual spots, but finding talented people from all over who can bring new ideas and energy to your team.

Diversität in eurem Talentpool erreicht ihr nicht nur durch traditionelle Kanäle. Schaut in Communities, die ihr bisher vielleicht übersehen habt. Denkt an Online-Foren, spezialisierte Netzwerkveranstaltungen oder Programme, die sich an unterrepräsentierte Gruppen richten.

Engage in genuine conversation and always be honest with candidates, even if you've already filled the role with someone else. There's a chance the new hire might leave early or another vacancy could open up, and you’ll be glad to have a qualified candidate ready to go. Plus, even if they aren't the right fit for this company, keeping a strong candidate in your database is beneficial if a suitable position opens up elsewhere.

Now, let’s talk engagement. Keeping candidates interested and informed throughout the recruitment process can significantly boost the quality of your talent pool. Personalized communication, transparent about the hiring process, and providing feedback can make all the difference. It shows candidates you value them, which can encourage the best ones to stick around and even refer others. Plus, a positive candidate experience can enhance your employer brand, attracting more diverse applicants. It’s like making your garden the most appealing spot in the neighborhood for all sorts of interesting creatures.

Here’s the brutal truth from the executive search trenches: most recruiters fail because they don't truly engage. It’s not about personalized emails; it’s about real conversations! I once turned a skeptic into a committed CEO for a scale-up by focusing on what mattered to them personally, not just professionally. Make it brutally honest. Forget the PR spin on culture; candidates see through it. They want truth and alignment. We need to stop treating candidates like checkboxes and start seeing them as partners.

Das Einbinden von Kandidaten geht über das typische Onboarding hinaus. Schafft Mentorship-Programme, die auf die Förderung von Vielfalt ausgerichtet sind, und ermöglicht so eine tiefere Bindung. Dies wird nicht nur die Mitarbeiterbindung verbessern, sondern auch zeigen, dass ihr in die Entwicklung eurer Teams investiert, was wiederum die Attraktivität für Top-Talente steigert.

É importante manter um engajamento contínuo com os candidatos, desde o momento em que eles entram no processo de recrutamento até a decisão final. Comunicação clara, transparência no processo e a criação de uma experiência positiva para o candidato são cruciais para atrair e reter talentos de alta qualidade e diversidade.

Engaging candidates should not always be one offs. Relationship building is one of the biggest skills required to be an effective recruiter. If you are serious about diversity and inclusion, you should always be identifying talent that could be added to your business and building relationships, so that when the correct opportunity comes, you know who to call. The way you do this is by having calls with people to understand what they want, what the next steps look like and what environment they’re looking to move to. It’s not just about attracting candidates, it’s about keeping them.

In this context, candidate engagement means ensuring that all candidates receive the appropriate level of engagement to maintain diversity within both the Long List and Short List.

To elevate your talent pool, engaging candidates is as important as discovering them. Think of recruitment as nurturing a garden; it's not just about planting seeds but also ensuring they receive sunlight, water, and care to flourish. Personalize your communication, making each candidate feel seen and valued. Share stories and content that reflect your client's culture, values, and dedication to diversity, painting a vivid picture of the inclusive environment that awaits them. Prompt, transparent feedback keeps candidates informed and respected throughout their journey. Encourage their suggestions for improving the recruitment process, showing that their voices matter.

Es ist nicht nur wichtig, vielfältige Talente zu rekrutieren, sondern auch, sie im Unternehmen zu halten. Bietet klare Karrierewege und Entwicklungsmöglichkeiten an und zeigt, dass ihr bereit seid, in ihre Zukunft zu investieren.

Utilize objective metrics to assess the quality and diversity of your talent pool, such as retention rates, job performance, employee feedback, and demographic diversity. Regularly analyze these metrics to identify trends, address any gaps, and refine your recruitment strategies accordingly.

The executive search process requires a relentless effort to understand client needs through continuous analysis of the hiring workflow, candidate rejections, and progressions. Regularly gather and scrutinize feedback to discern patterns in preferences and dislikes, and adjust your search strategy accordingly. This may reveal industry-specific trends that can enhance your effectiveness. Additionally, compare your outcomes against established criteria, goals, and benchmarks to pinpoint strengths, weaknesses, opportunities, and challenges. Use these insights to refine your sourcing strategies, enhance your skills, and celebrate your successes.

Forget gut feelings; rely on science. Use structured interviews and analytics to evaluate your talent pool effectively. I once discovered through detailed reports that our diversity efforts were failing. We overhauled our approach by strategically targeting our target groups, and within a couple of months, diversity in leadership roles increased by 40%. Evaluating your results scientifically isn't just smart; it's essential. If you’re not willing to be brutally honest with your data, you’re setting yourself up for failure.

Last but definitely not least, keep an eye on how you’re doing. Regularly review the diversity and quality of your talent pool against the criteria you’ve set. Are you meeting your goals? Where could you improve? This might involve tweaking your sourcing strategies, enhancing your engagement efforts, or even revisiting your criteria. Continuous evaluation ensures you’re not just complacent with the status quo but are actively working towards a more diverse and high-quality talent pool. Think of it as ongoing maintenance for your garden, making sure it remains a vibrant and welcoming ecosystem for all kinds of plants and wildlife.

Wenn ihr eure Ergebnisse bewertet, schaut nicht nur auf die Daten, sondern versucht, die dahinterliegende Geschichte zu verstehen. Warum wurden bestimmte Kandidaten erfolgreich eingestellt und andere nicht? Diese Analyse kann Aufschluss über unbewusste Voreingenommenheiten geben und euch helfen, eure Prozesse weiter zu verfeinern.

It is crucial to assess your progress in developing a better and more diverse talent pool. There are various methods to collect and analyze data on your talent pool, such as surveys, interviews, reports, dashboards, and analytics. Additionally, comparing your results with your goals and benchmarks will identify your strengths and areas for improvement. These insights will inform your decision-making and drive actions, such as refining sourcing strategies, enhancing sourcing skills, and recognizing achievements.

Um den Erfolg eurer Bemühungen um Vielfalt und Qualität zu messen, braucht ihr klare Metriken. Aber lasst diese Zahlen nicht isoliert stehen. Bewertet sie im Kontext der Zufriedenheit und des Engagements eurer Mitarbeiter.

Effective evaluation blends qualitative and quantitative data, such as retention rates and post-hire impact. Utilizing analytics dashboards to track diversity metrics across cycles offers insights for continuous improvement. Regular feedback from both clients and candidates enhances the evaluation process, helping refine sourcing and placement strategies to ensure that diverse talent continues to meet evolving business needs.

Evaluating your recruitment efforts is like checking your progress on a hike. Use surveys, interviews, and data analytics to see how well you're doing in improving your talent pool's quality and diversity. Compare these results with your initial goals to identify what's working and what's not. This step is crucial for spotting both successes and areas needing work. It's not just about numbers; it's about understanding the bigger picture and making necessary adjustments to your strategies. Celebrate your achievements and use what you learn to keep getting better, ensuring your recruitment journey is always moving forward.

Implement diversity and inclusion training for all employees involved in the recruitment process to mitigate unconscious biases and promote equitable hiring practices. Develop mentorship and development programs aimed at supporting the advancement of diverse talent within the organization. Forge partnerships with community organizations and advocate for inclusive hiring practices to expand access to employment opportunities for underrepresented groups. Continuously assess and refine your recruitment processes to ensure they remain aligned with best practices and evolving diversity standards.

Implement talent development and retention programs to support ongoing growth and contribution from hired professionals. Foster a culture of continuous feedback to ensure employees feel valued and engaged, thereby promoting talent retention. Consider implementing mentoring and coaching practices to support both professional and personal development, aiding in talent retention and diversity promotion. Remain open to continuous learning and adaptation of recruitment and talent development strategies to ensure alignment with best practices and emerging trends.

To build a team that’s as diverse as the world we live in, it’s time to think beyond the usual hiring playbook. Start by crafting mentorships, internships, and upskilling programs that don’t just check a box but actually bring in fresh voices from all walks of life.

To improve talent pool quality and diversity, expand your sourcing channels, develop an inclusive employer brand, implement a bias-free recruitment process, leverage data analytics, partner with diversity organizations, and invest in employee development programs. Remember, measuring and improving talent pool quality and diversity is an ongoing process that requires continuous monitoring, evaluation, and adaptation.

Beyond Hiring: Retaining Diverse Talent Attracting diverse talent is only the first step; retention is key to truly benefiting from a diverse workforce. Creating a supportive environment through mentorship programs, employee resource groups, and inclusive policies encourages diverse talent to thrive. Regularly assessing workplace culture and implementing feedback mechanisms can also help organizations maintain a positive and inclusive atmosphere, ensuring that all employees feel valued and empowered.

Além dos passos principais, considere o impacto da cultura organizacional e do ambiente de trabalho na atração e retenção de talentos diversos. Certifique-se de que a organização esteja preparada para receber e apoiar esses talentos, o que contribuirá para uma base de talentos mais rica e diversificada a longo prazo.

Und schließlich, wenn ihr bedenkt, was ihr sonst noch beachten solltet, denkt an die Flexibilität eurer Arbeitsmodelle. Vielfalt bedeutet auch, unterschiedliche Lebensumstände zu berücksichtigen, sei es durch flexible Arbeitszeiten oder die Möglichkeit zum Remote-Arbeit. Dies kann ein entscheidender Faktor für Talente sein, die Wert auf Work-Life-Balance legen.

Couple of strategies I recommend to my clients. 1. Move beyond resumes - This approach focuses on raw talent and potential, giving everyone a chance to shine regardless of background or traditional qualifications. Design challenges that test for the specific skills required for the role. Open these up to a wider audience including those from non-traditional backgrounds. 2. Reverse Mentoring Circles: This flips the traditional mentorship dynamic. Pair senior executives with high-potential employees from diverse backgrounds. The junior members can provide fresh perspectives and insights on industry trends, technology adoption, or reaching new demographics and exposes the high-potential employees to valuable guidance.

Executive search firms, acting as extensions of HR teams, assess talent pool quality and diversity to align with organizational goals. Quality is measured through candidate fit, time-to-fill, and offer acceptance rates. Diversity is tracked using metrics like demographics and source diversity, and ensuring diverse interview panels. To improve quality and diversity, firms use skills-based assessments, targeted sourcing, inclusive job postings, blind reviews, and feedback loops. Executive search firms offer extensive networks, deep industry knowledge, and a focus on cultural fit, which helps build a strong, diverse talent pool for long-term success.