This article originally appeared in the November 2021 issue of Security Business magazine. When sharing, don’t forget to mention Security Business magazine on LinkedIn and @SecBusinessMag on Twitter.
It is one of the biggest buzzwords in business today: Diversity. Everyone knows what it means and hopefully why it is important in the workplace; yet the statistics can sometimes be disappointing. It may surprise some to know that it is not always human bias that is causing the lack of diversity but rather a sourcing problem; in fact, there are many sourcing and screening errors that can lead to issues sourcing diversity.
Here are four reasons for a lack of diversity in security hiring today:
1. Not a Diverse Enough Candidate Pool
This is the most common reason, and it seems almost too easy; however, these days it is hard enough to attract candidates to apply to positions, let alone get a diverse enough pool. Once a job has been posted, it is critical that the pool of candidates is reviewed to ensure that there are enough diverse candidates in the pool.
If candidates are being sourced through LinkedIn or another source, a good tip would be to source candidates with keywords that promote diversity like minority-driven fraternities, clubs, colleges, sororities, or other organizations geared toward inclusion. Examples can include: “Females in Tech,” or “Women in Security Forum (WISF),” women’s universities, HBCU’s, Native American Universities, etc.
2. Sponsorship Program Confusion
The most unfortunate situation I see is when candidates who require sponsorship are overlooked. There are many well-educated, extremely talented candidates living legally in the United States on work visas or green cards who are overlooked for employment simply because of the extra associated costs, lack of knowledge on the sponsorship programs, or just the extra paperwork required with hiring an immigrant.
Taking the extra time to educate HR departments (or even yourself) can prove extremely beneficial, as it can open an organization up to a much broader scope of talent. This is especially applicable when it comes to specialized technical work, as many of these candidates have come to the United States for education.
3. Too Many Requirements
Most job descriptions in the current climate are meant to leave little to the imagination and provide only the best, most qualified candidates. A perfect example is putting the phrase like “7+ years of experience in RMR sales required” on the description. While it makes the level of the role abundantly clear, unfortunately, this kind of job description can sometimes discourage junior candidates from applying that are maybe ready to take that next step but have not “been there, done that” just yet.
An RMR genius with five years of experience who is a hard worker with a chip on their shoulder may really want to apply for this role but won’t because they feel they are not qualified. Loosening up requirements breeds talent cultivation and fresh perspectives while widening the candidate pool to more potential prospects who are eager to take on a new challenge.
Try not to choose to hire the exact fit for the role and miss out on talent.
4. Inclusion Problem
Diversity only works if there is inclusion; in fact, they go hand in hand. It is one thing to hire diverse candidates – it is another thing completely to allow them to impact the business and influence decisions. People hire people they can relate to and people with whom they feel eye-to-eye. It might be time to reflect and challenge those strategies.
In many cases it is better to hire someone who is going to challenge norms and the status quo – that is how companies grow. If everyone in an organization thought the same way, nothing would ever be groundbreaking. Make a concerted effort to value every opinion and take the time to listen to them and more importantly understand them. Diverse opinions won’t negatively impact a company; ignoring them will.
Like anything, the best way to start is with a plan. Incorporating diversity into company values can be achieved. It starts from the top and establishing your organization’s brand with diversity-oriented groups through social media, networking events, and job postings is a great start.
Ryan Joseph is an Executive Recruiter for Recruit Group (https://recruitgrp.com), with a focus on security industry operations, sales, and sales leadership. For help with your security recruiting efforts, contact her at [email protected] or call (954) 278-8286.
