Those hiring in different engineering fields often struggle to find diverse talent, leading many to wonder how to recruit diverse employees. Unfortunately, there is no magic formula for finding and creating diverse engineering teams; however, there are ways that companies can fundamentally change how they hire to allow for more underrepresented groups in their workforce.
It’s been proven time and time again that widely diverse teams tend to be more effective and efficient. When companies are looking to be more successful, hiring diverse candidates can offer both social and economic value. It may not be easy for companies to hire based on diversity, but it is possible when you follow some of our tips below.
Is There a Lack of Diversity in Engineering Fields?
Unfortunately, the engineering world is one of the most common job fields to lack diversity in the workplace. According to one study, of the 192,270 engineers employed in the United States as of 2019, 72% of employees were white and 86% were male. These numbers show a large discrepancy and lack of diversity in engineering fields, both by race and gender.
To move toward a future in engineering that’s more diverse and inclusive of all genders and races, hiring managers must consider how to recruit diverse candidates every time they begin to hire for a new position at their company. Otherwise, many underrepresented groups may find that their passion for engineering—and their work ethic—can be affected due to discriminatory or other non-inclusive practices in the workplace.
6 Ways to Find Diverse Engineering Candidates
Finding diverse engineering candidates can be very challenging but not necessarily impossible. Here are some ways your company can work toward using recruiting methods that promote both diversity and inclusivity in the workplace.
1. Start by Setting Goals for Diversity Recruiting
If hiring managers want to know how to recruit diverse employees, they first need to set goals for using more diverse recruiting methods. These can be company-wide initiatives that help promote inclusion by targeting underrepresented groups and offering incentives to have them join your team.
For example, if your goal is to hire more women, then you might tailor your hiring process and directly target female candidates so that they have a higher chance of being selected for the position. The same hiring initiatives can be used to find qualified individuals from underrepresented minority groups who could otherwise fall between the cracks of hundreds of applications.
One of the most important things to consider when adjusting your hiring goals is not to wait for candidates to come to you. Sometimes, to hire more diversely, you’ll need to reach out to candidates directly rather than waiting for them to contact you. This can be especially helpful if your pool of applicants is less diverse than you would’ve hoped for when hiring for a specific position.
By gearing your hiring process more toward underrepresented individuals from the get-go, you can hopefully achieve your goals of hiring more diversely.
2. Use Blind Hiring Tools
Blind hiring tools can be especially helpful for avoiding bias during the hiring process. These types of tools can ensure that underrepresented candidates are still considered without being hindered by the opinions of others. Companies that use these tools to remove potential bias will ultimately have a better chance of finding diverse employees.
Some blind hiring tools will delete certain resume details that could cause a bias towards diverse candidates. Others allow hiring managers to create skill-based assessments where candidates can be ranked on performance rather than their identifying factors. These types of assessments give “real-life” tasks to candidates, which can be especially beneficial for those who are neurodiverse, since having autism or ADHD can make interviewing a challenge.
3. Recruit from Coding Camps and Other Programs
Coding camps and other similar programs are great places to find diverse candidates because they typically focus their attention on individuals who are underrepresented in the engineering world. Looking for candidates outside traditional pipelines, like large tech schools, gives your company a higher chance of finding someone diverse to hire.
4. Work on Creating a Better Job Description
While you may think the job description you’ve written is enough to cater to every single individual who comes across your position posting, this isn’t necessarily true. In fact, your job ad may be doing exactly the opposite in that it’s only appealing to a select group of individuals rather than a variety of diverse candidates.
To fix this, you’ll want to comb through your job description and eliminate any language that may cause certain candidates to turn away from applying. This includes any gendered language, which ideally should be replaced with gender-neutral terms and pronouns.
You’ll also want to present any job benefits so that the work culture at your company feels reasonable and supportive. People with an abundance of family obligations will appreciate perks like a flexible work schedule, childcare subsidies, the option to work remotely, and more.
5. Highlight Underrepresented Groups on Your Website and Social Accounts
The message your company sends on its website and social media accounts can largely affect who’s applying for your open position. If you don’t have diversity on your website, you’re unlikely to find diverse candidates to interview.
With this in mind, it’s best to consider how you can incorporate diversity into your company branding to ensure you are appealing to the right people. One of the most important ways to do this is by highlighting diversity on your company’s career page. This can be done in several ways, but we recommend showing your candidates how you implement inclusion day-to-day.
For example, using a photo of your real employees on your website, rather than using a stock image, helps to show potential candidates the genuineness of your company. You may also consider sharing employee stories and experiences to demonstrate how you foster a diverse community in the workplace.
6. Work with a Recruiting Firm
One of the best ways to learn how to recruit diverse candidates is by working one-on-one with an engineering recruiting firm. These types of firms can connect qualified and diverse candidates with your hiring team, since they tend to have a larger pool of talent to choose from. Additionally, engineering firms make the hiring process more personal for the candidate, which increases your chances of obtaining quality candidates with diverse backgrounds.
No matter a person’s gender, race, or personality, all candidates should have an equal opportunity to work at your company if they have the knowledge, skills, and experience you are looking for. It’s important to create goals and take the initiative in hiring diverse employees to create a more inclusive work environment at your company.
Need help recruiting diverse engineering talent? At Austin Nichols Technical Search, we specialize in hiring for jobs in the engineering, construction, and manufacturing industries. To get started, contact us today at 816-471-5575.
