15+ Expert Tips on Attracting Minority Tech Candidates

9 September 2019


Business leaders increasingly recognize the value of building diverse teams, with research firms like McKinsey & Company and Boston Consulting Group observing higher levels of creativity and innovation and — yes — profits, the more diverse and inclusive a company becomes. But while gender and race form the foundation for most corporate diversity and inclusion efforts, there are many different kinds of diversity we need to recognize in order to be truly inclusive, like refugees and persons with disabilities.

Finding New Candidate Sources

It’s a well-known saying that if you do what you’ve always done, you’ll get what you’ve always gotten, and the sentiment holds true for sourcing candidates. The first step in attracting minority tech candidates is to seek out new online communities and in-person spaces where people who are different from you are doing good work. Here’s how our experts find new candidate sources:

Recruit from lesser-known schools.

“Of course you’re going to find good talent at an MIT Technology recruitment event. But having a presence at job fairs with lesser-known colleges and universities can bring in a pool of outstanding tech talent that isn’t already being tapped by your competitors. It’s also often home to minority students looking for career opportunities.” – Aurora Bushner, Executive VP at Incentive Technology Group

If minority tech candidates aren’t coming to your website, go to theirs.

“If we have periods where our minority candidate level is low, we attend informal meetups, conferences, and student events near our office. With MeetUp.com and social media, there are tons of ways to find events that align with our company missions. We’ve found many communities and nonprofits that are dedicated to educating, developing, and exposing minority tech candidates skills and we’re so eager to attend these types of events that encourage this type of growth. We’ve made lots of connections and have found some really amazing candidates from getting ourselves out there.” – Ciara Hautau, Lead Digital Marketing Strategist at Fueled

Get offline and into your community.

“The best proactive way to recruit minority tech candidates is to be involved in programs and initiatives in communities that invest in professional development and tech focused learning and training. If you’re planning on just running a LinkedIn search and looking for diverse candidates, you’re already losing the war for that talent.” – David Armendariz, General Manager of the technology division for executive recruiting firm

Changing Your Recruiting and Hiring Habits

Your work isn’t over once you’ve identified new sources for high-potential minority tech talent. You’ll also need to reconsider the way you approach candidates and the messages you’re sending during the application, interview, and hiring process.

Share your time equally.

“Be equitable with your time. For example, don’t have coffee with some candidates while not offering time to build rapport with others based on referral status or other factors outside a candidate’s control.” – Michelle Kim, CEO of Awaken

Write more inclusive job descriptions.

“A lot of candidates check themselves against the number of qualifications required to fulfill the job responsibilities and don’t apply even if they don’t fulfill one criterion, especially women. When creating job descriptions, clearly mention which all requirements or criteria are indispensable to do the job effectively and which skills and competencies are an add-on so that you can attract people from all walks of life. Add words which creates a mental picture of inclusionism, diversity, and acceptance.” – Siddhartha Gupta, Chief Executive Officer of Mercer | Mettl

Show, don’t just tell, what your company is doing with diversity.

“Highlight the diversity within your organization. Companies need to show candidates that they not only recognize the need and importance for diversity but also celebrate the fact that diversity is a key component of the overall business culture.” – Will Manuel, President/CEO of Core Mobile Apps

Be accountable to your peers.

“Be transparent. Know your numbers and share them with the rest of the company regularly. Accountability for diversity and inclusion efforts has to start at the top.” – Elya McCleave, Founder at Elya McCleave Consulting

Read The Entire Article Here: “15+ Expert Tips on Attracting Minority Tech Candidates,” Glassdoor