All over the U.S., business leaders are facing increased pressure caused by the uncertain economy. These rising challenges are changing hiring practices and long-term strategies for companies in nearly every sector. With many unknowns on the horizon, companies need to be agile and resourceful to stay ahead of the curve.
How are hiring managers and business owners preparing to navigate the volatile economic climate? Keep reading for insights on industry changes and what company leaders are doing to weather the storm.
<h2>Challenges of the Current Hiring Landscape</h2>
Best practices are changing at a rapid pace due to the impact of the pandemic. Early on, initial lockdowns, material shortages, and a boost in eCommerce sales led to a surge in the economy and overwhelmed many industries; while some teams were laid off, others were overworked and burned out.
Today, the pandemic fallout continues to have a huge impact on the workforce. A heightened number of Baby Boomers chose retirement, leaving many skill and experience gaps in the workforce. The <a href="https://www.pewresearch.org/fact-tank/2022/03/09/majority-of-workers-who-quit-a-job-in-2021-cite-low-pay-no-opportunities-for-advancement-feeling-disrespected/">Great Resignation</a> also included millions of workers who quit their jobs and changed career trajectories.
These events have caused a surge of challenges impacting nearly every industry.
<ul>
<li style="font-weight: 400;" aria-level="1">Looming recession: Spending is expected to slow and affect many industries.</li>
<li style="font-weight: 400;" aria-level="1">Quiet quitting: Workers are mentally checked out and doing the bare minimum.</li>
<li style="font-weight: 400;" aria-level="1">Heightened expenses: Inflation and material shortages impact profit margins.</li>
<li style="font-weight: 400;" aria-level="1">Talent shortages: Fewer experienced workers are available to fill open positions.</li>
<li style="font-weight: 400;" aria-level="1">Uncertain profits: Many industries may not experience typical seasonal spikes.</li>
</ul>
<h2>How Hiring Challenges are Impacting Hiring Managers and Employers</h2>
Staffing and employment practices are directly impacted by the recession, inflation, worker shortages, and the Great Resignation. There are a few noticeable ways hiring tactics have changed because of these challenges.
<h3>Talent Managers are Hiring Faster</h3>
Many companies have open positions they need to fill. More than 10 million positions remain unfilled in the U.S., according to the U.S. Bureau of Labor Statistics (<a href="https://www.bls.gov/news.release/jolts.nr0.htm">BLS</a>). As companies compete to fill positions, the process has become more streamlined in an attempt to snatch up talent as soon as possible.
The average job hunt for someone out of work took around three or four months to complete in 2021, according to the median duration of unemployment reported by the <a href="https://www.bls.gov/news.release/empsit.t12.htm">BLS</a>. However, that number dropped significantly in 2022, hitting just over two months of unemployment on average.
Talent managers are finding ways to sort through applicants faster. The<a href="https://www.shrm.org/ResourcesAndTools/business-solutions/Documents/Talent-Acquisition-Report-All-Industries-All-FTEs.pdf"> Society for Human Resource Management</a> says the average time-to-fill benchmark is 36 days.
<h3>Many Workers are Looking to Jump</h3>
There is a new trend of &ldquo;quiet quitters&rdquo; &mdash; or workers searching for new opportunities long before they make the leap. Burned-out and unhappy workers typically do the bare minimum at work as they search for new opportunities.
This trend means many working professionals are currently interested in changing roles or industries. According to<a href="https://www.pewresearch.org/social-trends/2022/07/28/majority-of-u-s-workers-changing-jobs-are-seeing-real-wage-gains/"> PEW Research Center</a>, 77% of workers who left a job in 2020 were either unemployed or leaving the labor force &mdash; only 23% left their jobs for a new employer. In 2022, the number of workers leaving their job to join a new employer rose to 34%.
PEW reports 22% of workers will actively look for a new job in the next six months.
<h3>Employers are Rethinking Qualifications</h3>
With many experienced workers leaving their jobs, hiring managers are slowly changing their expectations for prior experience. Rather than searching for workers with years of experience in the field, many hiring managers are looking for skilled workers with a solid work ethic to fill open positions.&nbsp;
Instead of expecting long histories in the industry and higher education traditionally required for these roles, hiring managers are starting to look for certifications that show workers are interested in changing fields.
<h2>Employers Plan to Adjust for Upcoming Recession</h2>
Because of these changes, there are three major ways many companies plan to adjust their strategies.
<h3>Making Smart Hires</h3>
Choosing the right people for each job is crucial for companies that want to improve their workplace culture, stay fully staffed, and avoid unnecessary turnover. Companies need to understand their candidates' goals, objectives, and strengths before they make a hiring decision.&nbsp;
Making smarter hires means bringing in individuals who are more likely to be loyal to your company because they are entering a mutually beneficial working relationship. Workers are motivated if your company offers them better pay and professional growth opportunities they didn&rsquo;t have in their previous roles.
<h3>Improved Budgeting</h3>
Hiring managers need cost-effective ways to bring in talent without overspending in a volatile economy. One way employers can optimize a hiring budget is by looking for talent in unusual places. This may mean <a href="https://www.careercircle.com/blog/post/rethink-qualified-changing-the-way-the-industry-views-employee-talent-development">changing your qualifications for talent</a>.
For example, selecting new hires that don&rsquo;t have extensive industry experience can lead to lower starting salaries. There are many motivated professionals willing to learn the ropes and gain the hard skills needed to succeed in a new industry.
<h3>Increased Insights</h3>
Achieving a faster time-to-fill rate helps avoid understaffing and improves productivity in the workplace. Relying on resumes alone has become an outdated tactic that often <a href="https://www.careercircle.com/impact">overlooks certain groups</a>. Employers are using better tools and platforms to sort through candidates and make more insightful hiring decisions.
For example, a single mother who left the workforce for a couple of years to care for her family might automatically be disqualified if the employer only scans her work history. Using tools that dive beyond the resume can help the employer consider valuable soft skills, like her incredible dedication and ability to work within a team structure. Employers can <a href="https://www.careercircle.com/employers/signup">use smarter tools</a> to help them consider relevant candidates they might otherwise count out.
<h2>Finding New People from New Talent Pools</h2>
As part of a cost-saving initiative, employers are starting to consider talent they didn&rsquo;t previously consider qualified &mdash; like candidates with large resume gaps or less than five years of experience.
Employers find they can often bring in talent with less experience at a lower cost while giving them an opportunity to change industries. This can really be a win-win relationship!
At CareerCircle, many of our members have completed certifications to help them change career paths. You&rsquo;ll find candidates working in unrelated fields that are well-versed in areas such as:
<ul>
<li style="font-weight: 400;" aria-level="1">UX Design</li>
<li style="font-weight: 400;" aria-level="1">Customer Service</li>
<li style="font-weight: 400;" aria-level="1">Project Management</li>
<li style="font-weight: 400;" aria-level="1">IT Support</li>
<li style="font-weight: 400;" aria-level="1">Digital Marketing</li>
<li style="font-weight: 400;" aria-level="1">Data Analytics</li>
<li style="font-weight: 400;" aria-level="1">Programming</li>
</ul>
&hellip;and more!
Diving into a new pool lets you <a href="https://www.careercircle.com/blog/post/build-a-diverse-candidate-pool-and-grow-your-talent-pipeline-with-careercircle">expand your talent pipeline</a>. But CareerCircle also helps streamline your process by making it easier to find qualified candidates, access instant insights, save favorite profiles, and post job openings.
<h2>It&rsquo;s Time to Rethink Qualified</h2>
If you want to prepare for economic unknowns, you need to make smarter hiring decisions and consider traditionally &ldquo;unqualified&rdquo; candidates.
You can find a diverse group of candidates motivated to change careers and perfect for your workforce through CareerCircle. Members can create 360&deg; profiles to showcase their skills, interests, and workplace characteristics, <a href="https://www.careercircle.com/blog/post/how-the-360deg-candidate-view-helps-hiring-managers-find-the-right-fit">going way beyond the limitations of a typical resume</a>.
Are you ready to rethink qualified? We have the perfect opportunity for you!
Join us at the CareerCircle Job Fair!
CareerCircle Job Fair February 16, 2023 11 AM &ndash; 3 PM EST
<a href="https://app.premiervirtual.com/events/00a3f062-f997-4b35-a42b-3335f86fbdbb/careercircle-job-fair">Sign up for our career fair now</a> to find skilled and driven candidates ready to make a professional change. This CareerCircle Virtual Career Fair is FREE for hiring managers and employers.

How are you adjusting hiring to meet the current challenges of your industry? It’s time to be agile and rethink qualified.

Smarter Hiring Initiatives

Smart Hiring Initiatives to Weather a Recession, Talent Shortages, and Inflation

There is a big push now for employers to take diversity, equity, and inclusion (DE&amp;I) practices seriously. When it comes to hiring, many groups are still underrepresented and underserved. Only 22 states have laws that explicitly prohibit workplace discrimination surrounding sexual orientation or gender identity. Yet, 35% of <a href="https://www.eeoc.gov/moving-towards-equality-workplace-lgbtqi-employees" rel="follow">LGBTQ+ respondents</a> say discrimination negatively impacted their ability to be hired, while nearly a third (31%) report discrimination affected their salary or ability to be promoted
And <a href="https://www.nber.org/papers/w29053" rel="follow">recent studies</a> have found that&nbsp;distinctively Black names lead to a statistically significant difference in the probability of employer contact.
One&nbsp;<a class="editor-rtfLink" href="https://www.hillandponton.com/navigating-the-civilian-workplace/" target="_blank" rel="noopener">study</a>&nbsp;found veterans were&nbsp;more than twice as likely to earn less than $25,000 per year compared to non-veterans. And 57% said they didn&rsquo;t have a high level of job satisfaction.
So, what can you do to increase diverse representation at your company?
It all starts with building a diverse talent pipeline and hiring ecosystem. Here&rsquo;s how.
<h2>Prepare to Support a Diverse Candidate Pool</h2>
In order to create a robust talent pipeline full of diverse candidates, you need to establish a system to support it. Here are four ways you can support a diverse talent pipeline.
<h3>Create a Supportive Company Culture</h3>
Is your company culture scaring away diverse talent? A lack of diversity in your current team could signal that diversity isn&rsquo;t a priority for your company. Your website messaging, company initiatives, and workplace policies help candidates form an early impression about your organization and could impact whether or not someone feels welcomed.
To create a more supportive culture, make an effort to understand issues impacting diverse communities. Build connections with groups that serve marginalized groups in your community.
<h3>Build a Long-Term DE&amp;I Strategy</h3>
<a class="editor-rtfLink" href="https://www.careercircle.com/blog/post/from-promises-to-progress-how-to-promote-equity-in-staffing-and-recruiting" target="_blank" rel="noopener">Setting DE&amp;I commitments</a>&nbsp;early helps support the strength of your talent pipeline over time. Without a strategy in place, your team will likely revert back to the natural talent pools and hiring practices that have alienated diverse talent groups in the past.
Set measurable goals and KPIs (key performance indicators) so you can evaluate your strategies. Ask for feedback from your new hires to understand how supportive your hiring process is and identify areas where the process can improve.
<h3>Reconsider Job Requirements and Expectations</h3>
Shifting your mindset on ideal candidacy is essential if you want to attract a larger pool of people who are different from those already on your team. You can update job descriptions to help describe how your ideal candidate may not fit the typical mold, encouraging diverse talent to apply.
Consider using paid internships,&nbsp;<a class="editor-rtfLink" href="https://kenzie.snhu.edu/blog/what-is-a-returnship/" target="_blank" rel="noopener">returnships</a>, and apprenticeships to help interested candidates make lateral career moves without the typical experience or qualifications.
<h3>Work Towards Diverse Leadership</h3>
Can you say you are promoting DE&amp;I if you only hire diverse talent for entry-level positions? Diverse leaders encourage diverse talent applications and provide a proper seat at the table for underrepresented groups.
According to the&nbsp;<a class="editor-rtfLink" href="https://wiw-report.s3.amazonaws.com/Women_in_the_Workplace_2021.pdf" target="_blank" rel="noopener">2021 Women in the Workplace</a>&nbsp;report,&nbsp;women of color account for only 4% of C-suite leaders. And, while Black Americans make up more than 12% of the population, only six Black CEOs are running Fortune 500 companies (<a href="https://fortune.com/2022/05/23/meet-6-black-ceos-fortune-500-first-black-founder-to-ever-make-list/">less than 1%</a>).
A whopping&nbsp;<a class="editor-rtfLink" href="https://www.hillandponton.com/navigating-the-civilian-workplace/" target="_blank" rel="noopener">27% of&nbsp;veterans</a>&nbsp;say they have no chance for career advancement&nbsp;at their current job, compared to just 11% of non-veteran employees.
Look for opportunities to develop diverse employees and move them to places of leadership or management. Minority employees are often subconsciously overlooked, so make a concerted effort to examine their abilities and establish mentorships to help them reach higher positions on your team.
<h2>How Your Job Requirements Might Needlessly Restrict Talent</h2>
Before you dive into the recruitment process or post a job description, it&rsquo;s time to take a good, hard look at your list of demands. For a company genuinely committed to DE&amp;I, it&rsquo;s important to consider how your requirements might be driving away potential talent who don&rsquo;t fit the traditional mold.
A requirement for industry experience. For underrepresented groups, sometimes getting their foot in the door is a near-impossible task compared to someone with a more robust support network. Consider creating offers designed to give people a chance to enter the industry. Internships and apprenticeships can help bring in talent without existing experience.
Education and training expectations.&nbsp;It&rsquo;s time to <a class="editor-rtfLink" href="https://www.careercircle.com/blog/post/rethink-qualified-changing-the-way-the-industry-views-employee-talent-development" target="_blank" rel="noopener">rethink qualified.</a>&nbsp;Consider transferrable skills and avoid stringent experience requirements on your job listing. Someone with a degree in an unrelated field could take certification courses to expand their knowledge in another area &mdash; showing drive and commitment that could be valuable to your team.&nbsp;
Lack of reasonable accommodations.&nbsp;You might drive away talent if there is a lack of clear onboarding support and training. To be truly committed to inclusive practices, you must offer fair training time and other reasonable accommodations.
A rigid onboarding process or timeline.&nbsp;Flexibility in training and onboarding can support talent who may have schedules they need to work around &mdash; like moms looking to re-enter the workforce. We all know people have lives outside of work, and companies should support their employees when possible.
Unnecessary in-office or on-site requirements.&nbsp;Remote jobs are opening up a whole new world of possibilities. You can attract talent groups who might not otherwise even consider your company because of their location. Consider whether or not different positions could work off-site and learn how to maintain your company culture with a dispersed workforce.
Passing on resume timeline gaps.&nbsp;Are you counting out candidates with big-time gaps in their resumes? Veterans and moms looking to re-enter the workforce might be counted out because of their unconventional work histories. Consider how your approach might count out top talent based on a relatively minor issue. The gap becomes inconsequential for those driven to succeed as they dive back in.
Emphasizing hard skills over soft skills.&nbsp;Does your listing value hard skills and proficiencies more than personal characteristics? It&rsquo;s much harder to train diligence or passion than to teach someone a technical skill needed to do their job. One of the reasons <a class="editor-rtfLink" href="https://www.careercircle.com/" target="_blank" rel="noopener">CareerCircle uses a 360&deg; candidate view</a>&nbsp;is because it helps employers consider the whole person &mdash; including their personality and hidden capabilities.
<h2>10 First Steps to Create a Diverse Hiring Ecosystem</h2>
If you are&nbsp;<a class="editor-rtfLink" href="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" target="_blank" rel="noopener">serious about DE&amp;I</a>, you want to create meaningful changes in your company culture. Do these ten things to get started on building a diverse hiring ecosystem to support your talent pipeline:
<ol>
<li>Define a budget designated for DE&amp;I and establish measurable goals.</li>
<li>Hire a dedicated resource to oversee DE&amp;I &mdash; or select a resource group.</li>
<li>Hold monthly open communications and dialog about minority community issues.</li>
<li>Create a culture of transparency and vulnerability &mdash; starting from the top.</li>
<li>Lead in a genuine way, allowing employees to see you are passionate about DE&amp;I.</li>
<li>Choose leaders to guide specific initiatives because they are personally invested in them.</li>
<li>Establish disability accommodations for onboarding, training, and employment.</li>
<li>Establish mentor programs designed to promote diverse hires to leadership roles.</li>
<li>Provide upskilling and certification opportunities for your employees and new hires.</li>
<li>Commit to always considering a diverse group of candidates before filling any position.</li>
</ol>
For an example of a strong DE&amp;I commitment, you can consider&nbsp;<a class="editor-rtfLink" href="https://about.underarmour.com/news/2022/04/under-armour-dei-update-progress-our-three-year-acceleration-plan" target="_blank" rel="noopener">Under Armour&rsquo;s requirement</a> to interview a female and BIPOC candidate for every &ldquo;director+&rdquo; position. They&rsquo;ve established a commitment to a 12% or higher rate of Black talent in their &ldquo;Director and above&rdquo; positions by 2023 and a rate of 30% for all BIPOC. They&rsquo;ve also started publishing their representation statistics and have committed to tripling their investments in professional development for diverse teammates to improve retention and advancement rates.
<h2>Tap into New Talent Pools with CareerCircle</h2>
Are you looking for a partner to help you achieve your DE&amp;I hiring goals? CareerCircle is dedicated to bringing more diversity into the workplace through our #rethinkqualifiied campaign, certification courses, and NPO relationships.
We can help you create a talent pipeline that expands your candidate pool. Nearly&nbsp;<a class="editor-rtfLink" href="https://www.careercircle.com/impact" target="_blank" rel="noopener">75% of our placements</a> are part of an underserved community. We&rsquo;ve partnered with The Mom Project, RISE, Hire Heroes, and other organizations with a shared mission to create equity and inclusion in the workplace.
Our community connections and the targeted market will help draw in candidates you might not see on your typical job boards. We can help you consider candidates with our revolutionary 360&deg; view and introductory videos. Or use our consulting services to consider how your current approach might restrict talent.
If you need talent, we&rsquo;re here to help. <a class="editor-rtfLink" href="https://www.careercircle.com/employers/signup" target="_blank" rel="noopener">Create your free account now</a>.

It's time we focus on DEI. See how these simple steps can help build a more diverse and inclusive work environment for your organization.

Build a Diverse Candidate Pool With CareerCircle

There is a big push now for employers to take DE&I practices seriously. See how these simple practices can build a more diverse and inclusive work environment for your organization.

Build a Diverse Candidate Pool and Grow Your Talent Pipeline With CareerCircle

Most tech companies don&rsquo;t have a history of prioritizing diversity, equity, and inclusion (DE&amp;I) in their hiring and workforce development strategies. In fact, <a href="https://www.wiley.com/edge/site/assets/files/2689/diversity_in_tech_2021_us_report_by_mthree.pdf">a 2021 survey</a> found that 68% of business leaders still saw a lack of diversity in their tech workforce.&nbsp;
Fortunately, DE&amp;I has become a core focus of many <a href="https://www.careercircle.com/blog/post/the-future-of-work-top-trends-contributing-to-diverse-workforce-development-in-tech" target="_blank" rel="noopener">tech companies&rsquo; hiring efforts</a> in recent years.&nbsp;
Rather than simply adding DE&amp;I statements to their culture codes or establishing committees within their existing workforce, these technology organizations want to grow in an equitable, inclusive way.&nbsp;
Today&rsquo;s tech employers are looking for creative ways to source candidates from diverse backgrounds who may not fit the cookie-cutter mold of what tech employees looked like in the past.&nbsp;
So, how can tech companies connect with diverse candidates and integrate DE&amp;I into their hiring efforts?&nbsp;
If your organization wants to attract and retain diverse, highly qualified talent, you must rethink how you source and evaluate candidates across the entire hiring process. This process starts at the top of your talent funnels.&nbsp;
<h2>Diversifying Your Top-of-Funnel Talent Sourcing Efforts&nbsp;</h2>
No matter your size or specific hiring goals, expanding your top-of-funnel targets can help you identify and connect with candidates from non-traditional talent pools.&nbsp;
You may already work with a staffing agency to source candidates with a tech background or relevant work experience. These sources can be valuable, but they typically don&rsquo;t <a href="https://www.careercircle.com/blog-feed#:~:text=Home%3EBlog-,Advocacy%20in%20Action%3A%20What%20is%20the%20Opportunity%20Divide%20in%20the%20Workforce%3F,-02/15/2022" target="_blank" rel="noopener">support underrepresented groups</a>, like veterans, racial or ethnic minorities, and moms returning to the workforce. Instead, employment recruiters&nbsp;rely heavily on resumes and other traditional measures to match them to open roles.&nbsp;
To reach candidates with diverse backgrounds, your organization must connect with resources that work directly with underrepresented communities.&nbsp;
Working through nonprofits or community outreach organizations is one of the best ways to connect with diverse talent groups that aren't in your typical circles. For example, you might seek out a talent sourcing partner that provides career development resources to the BIPOC community or one that helps veterans or parents <a href="https://www.careercircle.com/blog/post/your-return-to-work-three-ways-to-address-a-gap-in-employment" target="_blank" rel="noopener">re-enter the workforce</a> by connecting them with employers.&nbsp;
However, establishing and developing relationships with these external partners can take significant time and effort. And when your hiring team is up against time-sensitive hiring initiatives, they&rsquo;ll likely default back to familiar sourcing strategies rather than reaching out to form new connections.&nbsp;
You can&rsquo;t solely rely on your HR or hiring teams to establish nonprofit partnerships and add diverse candidates to your workforce. Instead, you should <a href="https://www.careercircle.com/blog/post/building-proactive-talent-partnerships-4-reasons-companies-use-staffing-agencies" target="_blank" rel="noopener">take a proactive approach to talent sourcing</a> and provide job seekers with multiple unique opportunities to get their foot in the door at your organization.&nbsp;
<h2>Creative Ways to Source Candidates From Diverse Backgrounds</h2>
<h3>1. Create Returnship or Apprenticeship Programs&nbsp;</h3>
So many job seekers are overlooked by potential employers due to a lack of relevant work experience &mdash; even if they possess the required technical skills or certifications for a role. These individuals are stuck in a frustrating cycle; they can&rsquo;t get a job without experience, but can&rsquo;t gain experience because employers won&rsquo;t hire them.&nbsp;
<a href="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" target="_blank" rel="noopener">Returnship</a> and apprenticeship programs can offer these candidates the unique opportunity to learn and train at your organization, gaining valuable skills and experience while learning the ropes of your internal operations.&nbsp; Returnship programs are great for diverse candidates who have taken some time off from the workforce or those with limited experience in their desired job field.&nbsp;
Consider developing returnship programs for the most in-demand positions in your organization. Use them to help candidates upskill, learn from experienced mentors, and train for the position they want to move into. Your returnships should compensate participants for their time, making them a feasible option for job seekers who don't have the means to work for free at an <a href="https://instituteforpr.org/unpaid-internships-and-inequality-in-public-relations/">unpaid internship or apprenticeship</a>.
Program participants will gain valuable knowledge and real-world experience, and you&rsquo;ll gain new, highly qualified candidates ready to move into a full-time position as soon as they complete the program.&nbsp;
<h3>2. Enable Remote Work&nbsp;</h3>
Depending on the location of your office or headquarters, you may not have access to diverse talent resources in your local community. What&rsquo;s more, requiring applicants to live in a specific geographic region and commute to an office daily can prevent many eager, well-qualified candidates from applying to your open role.&nbsp;
Sometimes, diversifying your sourcing strategies means more than working with a new set of recruiting partners in your area. Opening your organization up to remote work will allow you to access a much larger pool of candidates from all backgrounds and walks of life without the limitations of physical location.&nbsp;
Enabling remote work gives you access to a lot of talent you wouldn&rsquo;t have if you stayed local. It also equips you to <a href="https://www.careercircle.com/blog/post/a-human-approach-to-hiring-how-to-improve-candidate-experience" target="_blank" rel="noopener">better support working parents and other employees</a> who need a bit of extra flexibility in their workdays compared to what they would find at a traditional office job.&nbsp;
<h3>3. Prioritize Internal DE&amp;I Education</h3>
The true impact of your DE&amp;I efforts goes far beyond who and how you hire new employees. To retain diverse hires and initiate positive change across your organization, you need to foster a welcoming, inclusive atmosphere and ensure every employee feels safe and comfortable.&nbsp;
Beyond refining your hiring practices and updating your company culture code, look for opportunities to infuse inclusivity into the many activities that occur at your organization every day. Educate your entire workforce on <a href="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" target="_blank" rel="noopener">the value of DE&amp;I </a>and encourage them to live out your values in their day-to-day interactions with colleagues.&nbsp;
Equip managers and other leaders with the tools and resources they need to openly and respectfully discuss workplace inclusivity with their employees. On the flip side, be sure every employee feels empowered to advocate for themselves and has access to a reliable, trustworthy support system in case they ever encounter discrimination or any other concerns in the workplace.&nbsp;
<h3>4. Find a Trusted Talent Acquisition Partner</h3>
It takes patience, diligence, and a lot of work to enact measurable, lasting change in your workforce development efforts. Maybe your hiring team simply doesn&rsquo;t have the resources to reach out to nonprofit groups, or perhaps they&rsquo;re too overwhelmed with time-sensitive hiring needs to focus on a long-term workforce development strategy.&nbsp;
No matter your goals or challenges, the right talent partner can help you <a href="https://www.careercircle.com/blog/post/from-promises-to-progress-how-to-promote-equity-in-staffing-and-recruiting" target="_blank" rel="noopener">turn your DE&amp;I promises into real-life progress</a>. They can connect you with diverse candidates, help you map out short- and long-term hiring goals, design custom returnship programs, and more, all to help your organization develop a more diverse workforce and a more inclusive work environment.&nbsp;
Look for a partner that specializes in working with underrepresented groups, like CareerCircle.&nbsp;
Our unique approach to talent development is rooted in candidate advocacy and workforce equity. We specifically focus on helping BIPOC candidates, veterans, and workforce returners <a href="https://www.careercircle.com/blog/post/connecting-candidates-to-careers-how-employee-upskilling-helps-employers-grow-their-workforce" target="_blank" rel="noopener">upskill</a> to find jobs in tech and related industries.&nbsp;
<h2>Integrate DE&amp;I Into Your Hiring Efforts With CareerCircle&nbsp;</h2>
At CareerCircle, we help employers rethink their approach to hiring and connect them with diverse, recently upskilled candidates through our long-time community partnerships. We help employers grow their workforces and champion DE&amp;I by:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="1">Maintaining partnerships with nonprofits and organizations that work closely with underserved communities</li>
<li style="font-weight: 400;" aria-level="1">Partnering with tech brands to upskill job seekers with relevant, in-demand career certifications&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Connecting employers with diverse, recently upskilled candidates on our free online platform</li>
<li style="font-weight: 400;" aria-level="1">Give employers a 360&deg; view of each CareerCircle candidate through detailed profiles, video intros, and more!&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Working closely with employers to develop custom sourcing and workforce development strategies&nbsp;</li>
<li>Helping employers establish custom returnship, apprenticeship, and internship programs</li>
</ul>
Ready to see how CareerCircle can support your organization&rsquo;s DE&amp;I initiatives and help you source diverse, highly qualified candidates?<a href="https://www.careercircle.com/employers/signup"> Create a free account today</a> to get started.

Want to attract and retain diverse, highly qualified talent? Rethink how you source and evaluate candidates across the entire hiring process.

Creative Ways To Source Underrepresented Talent

If your organization wants to attract and retain diverse, highly qualified talent, you must rethink how you source and evaluate candidates across the entire hiring process.

Championing DE&I in Tech: Creative Ways To Source Candidates From Underrepresented Groups

*UPGRADE IN PROGRESS* -- CareerCircle platform upgrades will occur between Monday June 27th 10PM Eastern Time through Tuesday June 28th 4AM Eastern Time.&nbsp; The system may be intermittently unavailable during this timeframe.&nbsp;&nbsp;

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Championing DE&I in Tech: Creative Ways To Source Candidates From Underrepresented Groups

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