Diversity, Equity, and Inclusion (DE&amp;I) leaders and hiring managers are actively looking to turn the challenges of 2020 into equitable hiring strategies for the future. However, putting these diversity and inclusion plans into action requires more than pure intentions and accurate goal setting.
Your hiring staff and DE&amp;I teams already balance an ever-growing number of internal tasks, plus the occasional firefight or last-minute requests from higher-ups. And adding new DE&amp;I initiatives to their already-full plates isn't always a viable option.
So, how can you put your high-level plans for workforce equity into practice?
You need ongoing support from a reliable talent acquisition partner. <a href="https://www.careercircle.com/blog/post/top-staffing-and-recruiting-companies-have-these-five-qualities-in-common" data-gc-link="https://www.careercircle.com/blog/post/top-staffing-and-recruiting-companies-have-these-five-qualities-in-common" target="_blank" rel="noopener noreferrer">The right staffing agency</a> can champion various recruiting projects and promote equitable workforce development across your organization.
In this post, we'll highlight three ways a staffing agency can support your ongoing DE&amp;I initiatives and help you build an equitable workforce.
<h2>High-Value Network Partnerships</h2>
It's impossible to interview and hire the right candidates if you can't find them in a growing sea of available talent. As recruiters look to diversify their sourcing strategies, they'll likely look to non-profits and other organizations that support underrepresented talent.
Unfortunately, it's not as simple as calling up a local non-profit employment agency or career mentoring program and asking for a list of contacts. These partnerships take significant time and trust investments to build and maintain &ndash; which makes outreach a daunting task for most internal hiring or DE&amp;I teams who would need to manage:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Outreach to identify best-fit partners</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Trust development through resource sharing, events, and other ongoing activities</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Consolidating candidate information from multiple groups into a single database</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Following up with non-profit partners after hiring affiliated candidates</li>
</ul>
The good news is, a staffing agency or similar talent partner can manage various non-profit relationships simultaneously, gaining access to new candidates and fostering long-term pipeline sourcing from underserved communities &ndash; like veterans, BIPOC, and moms re-entering the workforce. As a staffing agency acquires new partners and diversifies its network, recruiters get access to the resulting talent sources and candidate connections.
<h2>Nontraditional Candidate Assessments</h2>
The workforce is evolving as recruiters move away from traditional, resume-based evaluations to <a href="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" data-gc-link="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" target="_blank" rel="noopener noreferrer">source right-fit candidates.</a> A more holistic approach to hiring doesn't just humanize job seekers and save recruiters hours of paperwork &ndash; it also gives diverse, nontraditional candidates a better chance at connecting with the right employer. 
However, it's not always realistic for recruiters to sit down with each candidate for an hour-long interview in place of an online application.
And when candidates hear, "You're more than your resume," they need an alternative way to showcase their personality and intangible skills &ndash; like work ethic, passion projects, and past experiences.
That's where a staffing partner can help on both sides of the aisle. They use personalized assessment tools to give job seekers a leg up and help recruiters match candidates to careers efficiently through:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Short video introductions</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Personality assessments</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Career assessments</li>
</ul>
These and other similar tools give candidates a chance to personalize their applications. Plus, they can show off their soft skills and make a real, human impression on hiring managers before their first interview or formal evaluation.
The best part? This approach scales internally, too. Rather than coordinating a long agenda of introductions, creating a new candidate questionnaire in-house, or letting personal preference come into play, recruiters can use their staffing partner's tools to create a holistic &ndash; yet scalable &ndash;approach to the evaluation and hiring process.
<h2>Accessible Training Resources</h2>
As employers, employment agencies, and other organizations explore workforce equity they're realizing that simply offering a single training tool or course to every candidate isn't enough. Each person has unique needs, constraints, and career goals that should inform how employers and other partners support their journey.
Tools like <a href="https://www.careercircle.com/blog/post/upskilling-yourself-for-tomorrows-economy" data-gc-link="https://www.careercircle.com/blog/post/upskilling-yourself-for-tomorrows-economy" target="_blank" rel="noopener noreferrer">upskilling courses</a> and online certifications help candidates stand out in a crowded job market. But simply offering up an available course doesn't mean everyone who's interested will get to attend. Some may need financial support, access to a computer, or pre-requisite mentoring to complete their certification or simply get through the course in the first place.
However, it's not feasible for individual employers to offer these resources to every job seeker in their industry or talent pipeline. They likely don't have the time to connect with and curate solutions for each candidate, and taking on the extra expenses themselves would drain their hiring budget in record time.
Top-tier staffing agencies work to get ahead of this deficit and set candidates up for success long before employers start to narrow down their list of prospects. They can offer accessible upskilling courses and source financial aid from their own partner networks.
Additionally, they'll work with industry leaders in IT and other high-demand fields to offer certifications at a discounted rate, or implement ongoing mentoring programs for job candidates. This collaborative approach builds trust between hiring teams, staffing agencies, and top technology brands. Plus, it further supports a diverse, qualified talent funnel for partnered employers.
-
CareerCircle offers upskilling resources, candidate advocacy programs, and career matching tools to help connect you with diverse, right-fit candidates and support the future of workforce equity. Our specialized IT upskilling produces the workforce leaders of tomorrow, while holistic candidate-to-career matching ensures applicants are an excellent fit for your organization.
<a href="https://www.careercircle.com/contact" data-gc-link="https://www.careercircle.com/contact">Reach out to our team today</a> to learn more about our talent marketplace and <a href="https://www.careercircle.com/impact" data-gc-link="https://www.careercircle.com/impact" target="_blank" rel="noopener noreferrer">our commitment to creating equity</a> in the workforce.

We'll highlight three ways a staffing agency can support your ongoing DE&I initiatives and help you build an equitable workforce.

How Staffing Agencies Promote Equitable Workforce Development

In this post, we'll highlight three ways a staffing agency can support your ongoing DE&I initiatives and help you build an equitable workforce.

The Power of Partnership: How Staffing Agencies Promote Equitable Workforce Development

The majority of organizations genuinely care about workplace diversity and promoting equity in recruiting; they just don't know how to get started.
Hiring managers and DE&amp;I leaders likely know they need to improve, but it takes more than an idealistic vision or even mutual motivation to get the wheels turning internally. These teams need tools that can help them:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Find a diverse talent network</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Support candidates in that network</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Assess skills and aptitude effectively</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Address internal change management</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Dissolve longstanding bad habits in their organization</li>
</ul>
Fostering true workforce equity requires <a href="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" data-gc-link="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" target="_blank" rel="noopener noreferrer">a personal approach to hiring</a>, not a one-size-fits-all solution or an automated resume sorting tool.
Yes, everyone can apply for an open position, but will they get an opportunity to present their skills in unique ways? If not, hiring managers will miss high-value candidates due to mismatched keywords and atypical past experience that won't pop up in a traditional search.
In this post, we'll explore the current state of corporate DE&amp;I, touching on common challenges and offering attainable solutions for hiring managers looking to put their commitments for equity staffing into practice.
<h3>1. Start at the top of your staffing funnel.</h3>
First and foremost, consider which candidates are finding your organization, and how. If your referral base or talent pools aren't diverse, your candidates likely won't be either. And if the candidates entering your talent pools look exactly like your existing staff, you'll end up moving backward instead of forward.
It takes intentional work to shift that top-of-funnel resource. You'll likely need to work with external organizations, like non-profits and other underrepresented groups, to find and connect with a new, diverse set of job seekers. Additionally, you may consider <a href="https://www.careercircle.com/blog/post/top-staffing-and-recruiting-companies-have-these-five-qualities-in-common" data-gc-link="https://www.careercircle.com/blog/post/top-staffing-and-recruiting-companies-have-these-five-qualities-in-common" target="_blank" rel="noopener noreferrer">partnering with a staffing agency</a> to seek out new talent pools or even foster high-value non-profit relationships through a trustworthy third party. 
<h3>2. Optimize your sourcing and vetting processes.</h3>
Once qualified, diverse candidates make it into your recruiting funnel, you need an equitable way to identify potential matches and evaluate their skillsets. Generic job boards and automated applicant tracking systems (ATS) are often ineffective since the wrong keyword in a resume can mean the difference between a right-fit employee and a missed opportunity. 
Instead of relying on legacy tools or outdated vetting processes, look for new ways to identify and evaluate talented candidates. You may choose to ditch the resume requirement in favor of a chat over the phone or Zoom. You could also request a quick video introduction or give candidates the creative freedom to choose how they present themselves to hiring managers.
Remember, you're not just <a href="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" data-gc-link="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" target="_blank" rel="noopener noreferrer">hiring someone for how they look on paper</a>; you need a talented, highly motivated team member that will mesh well with your existing staff and align with your company culture. Giving candidates the chance to show you the best sides of themselves &ndash; like their unique life experiences or passion projects &ndash; offers you both a better chance at success. 
<h3>3. Prioritize equitable access to resources.</h3>
Upskilling and training programs help connect the dots between candidate skillsets and the technical expertise required for a job. And offering relevant upskilling resources to high-value candidates is a great way to ensure they'll thrive inside your organization.
But it's also essential to consider how you ensure each candidate can access the resources and tools they need to succeed. If you're offering a certification course with help from a third party, have you considered the additional details and constraints that may prevent candidates from taking advantage of them? Simply offering the course isn't enough. Equity staffing means exploring:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">How to find financial support for candidates who can't invest $2k in training</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">When to offer additional resources like career mentoring or similar training options</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">How to support candidates who may not have access to a computer or other required hardware</li>
</ul>
Just because hiring managers need to consider these elements doesn't mean they're expected to source them on their own. Organizations can work with upskilling agencies or staffing partners to connect candidates with the additional resources or personal support they need to complete certifications, share their skillsets, and more.
<h3>4. Bring in outside help when you need it.</h3>
Recruiting new candidates can feel overwhelming on its own. And when leadership teams are looking to rethink their DE&amp;I approach while still keeping the talent pipeline flowing in the background, progress can quickly go stagnant.
Staffing agencies can help keep your recruiting operations running smoothly by giving your teams valuable time back in their days and empowering hiring managers to make better staffing decisions. They can also bolster your DE&amp;I efforts with candidate advocacy programs, diverse talent sourcing, and team training on key diversity and equity initiatives.
-
At CareerCircle, we'll help you design actionable solutions and company culture initiatives that deliver measurable progress against your DE&amp;I goals. Plus, we'll follow through with diverse acquisition strategies and talent resources to ensure you match right-fit candidates to your open role.

Explore corporate DE&I, offering attainable solutions for hiring managers looking to put their commitments for equity staffing into practice.

How To Promote Equity in Staffing and Recruiting

In this post, we'll explore the current state of corporate DE&I, touching on common challenges and offering attainable solutions for hiring managers looking to put their commitments for equity staffing into practice.

From Promises to Progress: How To Promote Equity in Staffing and Recruiting

As the world recovers from a global pandemic and businesses find their place in the 'new normal' of the professional landscape, many hiring managers are looking to fill open roles with highly motivated, qualified talent.
Newly skilled candidates are ready to rejoin the workforce after a layoff, resignation, or extended time off to care for their at-home students, and recruiters want to strengthen their talent pipeline after a hiring freeze.
However, there's a missing link that's keeping both parties at bay: a lack of real-world training and experience. Many potential candidates took advantage of <a href="https://www.careercircle.com/blog/post/acing-the-modern-workplace-by-upskilling" data-gc-link="https://www.careercircle.com/blog/post/acing-the-modern-workplace-by-upskilling" target="_blank" rel="noopener noreferrer">upskilling opportunities</a> during their time at home, like:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">online courses</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">virtual bootcamps and workshops</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">digital certification programs</li>
</ul>
The unusual circumstances of the last 15 months didn't leave many opportunities for on-the-job experiences, immersive training programs, or other high-value skill development.
Employers and job seekers alike turn to returnships to fill critical skill gaps and set themselves up for success in the long term. While the term 'returnship' is quickly gaining attention on LinkedIn and various job sites, this style of professional learning opportunity has been around for a while.
In this post, we'll outline exactly what a returnship program is, how it benefits employers and candidates alike, and how to cash in on this dynamic approach to talent acquisition.
<h2>Clarifying the "Returnship" Conversation</h2>
In short, a returnship is a type of professional learning experience designed specifically for professionals returning to the workforce after an extended period of time off.
Returnships enable working professionals to rejoin the workforce while also accounting for shifts in career trajectories and individuals entering new industries, with a paid opportunity to learn on the job and participate in professional mentoring programs. Some organizations may offer specialized returnship programs to support underrepresented groups that have been <a href="https://www.census.gov/library/stories/2021/03/moms-work-and-the-pandemic.html" data-gc-link="https://www.census.gov/library/stories/2021/03/moms-work-and-the-pandemic.html" target="_blank" rel="noopener noreferrer">disproportionately affected by unemployment spikes</a>, like mothers or veterans.
They're similar to other professional training programs, including:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Internships are typically directed at recent graduates or individuals with little to no work experience. An internship can be paid or unpaid and likely has no defined structure; it's simply focused on general learning and training.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Apprenticeships are ideal for aspiring practitioners of a trade or profession, who need on-the-job training. Apprenticeships may also include opportunities to gain a license to practice in a regulated profession.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Residencies historically applied to the medical field, but many technology companies are introducing 'residency' programs in which participants fill introductory, paid roles within a company to jumpstart their careers in the field.</li>
</ul>
In short, all of these immersive programs are bound together by a central goal: to prepare candidates for future roles.
For employers, the defining factors behind a returnship, internship, or any other -ship lies in the implicit value of learning by doing instead of learning by observation.
These programs <a href="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" data-gc-link="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" target="_blank" rel="noopener noreferrer">proactively build talent pipelines</a> by giving candidates access to the curriculum they need, allowing them to shadow mentors or peers within the organization, and letting them apply new concepts in real-time through practical experience on actual projects.
<h2>A Mutually Beneficial Recruiting Strategy</h2>
<table data-wrap-id="table-id-agycb">
<tbody>
<tr data-wrap-id="table-row-vazrg">
<td data-wrap-id="table-cell-kjaxz">
Candidate Benefits 
</td>
<td data-wrap-id="table-cell-xphlk">
Employer Benefits 
</td>
</tr>
<tr data-wrap-id="table-row-nxukd">
<td data-wrap-id="table-cell-kvkye">
Access to in-demand skills and upskilling curriculum
</td>
<td data-wrap-id="table-cell-psjzk">
An internal shift from reactive to proactive recruiting
</td>
</tr>
<tr data-wrap-id="table-row-padan">
<td data-wrap-id="table-cell-nqvjk">
A chance to invest in their career without losing compensation opportunities
</td>
<td data-wrap-id="table-cell-yzknq">
A chance to strategically build internal career paths from the ground up
</td>
</tr>
<tr data-wrap-id="table-row-xgbqk">
<td data-wrap-id="table-cell-galcg">
Improved morale and motivation
</td>
<td data-wrap-id="table-cell-wjofq">
Reduced stress on internal hiring teams
</td>
</tr>
<tr data-wrap-id="table-row-xltku">
<td data-wrap-id="table-cell-uhicv">
New career opportunities through their returnship agency
</td>
<td data-wrap-id="table-cell-hehrc">
<a href="https://www.careercircle.com/blog/post/advocacy-in-action-erasing-the-opportunity-divide-in-the-workforce" data-gc-link="https://www.careercircle.com/blog/post/advocacy-in-action-erasing-the-opportunity-divide-in-the-workforce" target="_blank" rel="noopener noreferrer">Access to diverse, highly motivated talent </a>
</td>
</tr>
<tr data-wrap-id="table-row-geeql">
<td data-wrap-id="table-cell-osbmj">
Holistic skill development and practical learning applications
</td>
<td data-wrap-id="table-cell-ymqyy">
Opportunity to vet candidates over time, rather than relying on resume sweeps or a single interview
</td>
</tr>
<tr data-wrap-id="table-row-mshgl">
<td data-wrap-id="table-cell-uxdiz">
Progress towards long-term career goals
</td>
<td data-wrap-id="table-cell-uiwbv">
Assurance that returnship hires can fill their new role effectively
</td>
</tr>
</tbody>
</table>
<h2>The Foundation of an Effective Returnship Program</h2>
No matter which talent pool or candidate segment you're targeting, your enablement program should include the following core elements:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Curriculum: online courses or content offers support 'real world' training with literature that reinforces key points or fulfills certification requirements. Additionally, consider offering certification courses for relevant roles in your organization.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Training: this will likely vary based on your industry, but it's essential to pair on-the-job work time with training resources. You'll likely be able to tweak your existing onboarding and initial training resources to fit your returnship participants.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Mentoring: the best way to learn a new skill is by asking the right questions to the right people. Consider a 'buddy system' to pair participants with current employees, and be sure to establish internal expectations long before the program begins.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Work time: while it can be daunting to let trainees contribute to real projects, it's the best way to promote learning. You can implement QA processes to ensure a current employee reviews their work before client handoff.</li>
</ul>
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Just as the job market faces rapid growth and realignment, the recruiting industry is ripe for change. Talent acquisition teams need to <a href="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" data-gc-link="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" target="_blank" rel="noopener noreferrer">adopt proactive, holistic hiring strategies</a> that consider untapped talent pools and match right-fit candidates to open roles, even when they don't have time to skim through hundreds of cookie-cutter resumes or generic online profiles with half-completed information or outdated contact details.
Returnships and similar professional learning experiences offer a mutually beneficial opportunity on both sides of the aisle. Still, it's not as simple as posting an online offer and tossing returnship participants into the fire on day one.
Hiring managers need a reliable support system to help design, develop, and implement these programs while also sourcing and matching right-fit participants to returnship opportunities.
-
Our <a href="https://www.careercircle.com/employers" data-gc-link="https://www.careercircle.com/employers" target="_blank" rel="noopener noreferrer">workforce development platform</a> is an all-inclusive ecosystem for hiring managers looking to establish returnship programs in their own organization, with tools that help you source, assess, and match candidates to open roles and career development opportunities.
Want to learn how CareerCircle can help you refine your talent acquisition strategy with returnships, upskilling, and other non-traditional hiring tools?
<a href="https://www.careercircle.com/contact" data-gc-link="https://www.careercircle.com/contact" target="_blank" rel="noopener noreferrer">Reach out to our team today</a> to get started.

Newly skilled candidates are ready to rejoin the workforce after a layoff, and recruiters want to strengthen their talent pipeline.

How Returnships Help Employers and Candidates Get Ahead

Proactively build your talent pipeline by taking candidates, giving them access to the curriculum they need, allowing them to shadow mentors or peers within the organization, then letting them apply what they’re learning in real-time by gaining practical experience through actual projects in your organization.

A New Wave in Recruiting: How Returnships Help Employers and Candidates Get Ahead

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The Power of Partnership: How Staffing Agencies Promote Equitable Workforce Development

From Promises to Progress: How To Promote Equity in Staffing and Recruiting

A New Wave in Recruiting: How Returnships Help Employers and Candidates Get Ahead

The Power of Partnership: How Staffing Agencies Promote Equitable Workforce Development

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