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>
-
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

Hiring managers are hesitant to outsource. In fact, <a href="https://resources.careerbuilder.com/staffing/on-demand-webinar-hiring-manager-insights-for-staffing-firm-growth" data-gc-link="https://resources.careerbuilder.com/staffing/on-demand-webinar-hiring-manager-insights-for-staffing-firm-growth" target="_blank" rel="noopener noreferrer">28% </a>of hiring managers believe a staffing firm would be unable to hire the positions they need. Top staffing and recruiting companies have the potential to transform your talent acquisition strategy and candidate pipeline, but only if you partner with a reliable staffing and recruiting company instead of a churn-and-burn vendor.
To successfully pass off their staffing efforts, internal recruiters and HR teams need a partner that can:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Effectively represent their business in the industry</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Source high-quality, retainable candidates</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Build a robust talent pipeline over time</li>
</ul>
In this post, we'll discuss what top staffing and recruiting companies have in common and how to find the right fit for your organization.
<h2>#1 Business Buy-In</h2>
When you work with an outside staffing company, the success of your recruiting efforts falls directly into their hands. Top staffing and recruiting companies won't enter new engagements looking to make a quick buck or fill job roles with the first available candidate. Instead, they'll work to balance staffing efficiency and long-term employee viability. As you evaluate potential options, keep the following questions in mind:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Will they work with the same sense of urgency as an internal recruiter?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Do they understand the negative impact of empty roles and the positive impact of a right-fit candidate?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Are they willing to align their efforts with your specific business goals?</li>
</ul>
Ideally, a staffing and recruiting company should operate as an extension of your business by taking the time to understand your priorities, invest in your KPIs, and integrate seamlessly with your <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">internal talent acquisition efforts</a>.
<h2>#2 Cultural Alignment</h2>
Your partner will play an integral role in internal business enablement, but they'll also become a reflection of your brand and company culture. They'll likely have a hand in creating job listings, and they'll take the lead on candidate sourcing, screening, and initial evaluations.
As you pass off your recruiting operations, you're also putting a significant amount of faith in your partner, and you need to trust that they can effectively represent your brand. Assess their ability to accurately articulate your brand identity and find talent that complements your culture. 
Brand identity defines your organization's core values, long-term aspirations, and internal culture. It also heavily impacts how candidates will engage with your brand, if at all. As younger generations enter the workforce, brand identity plays a primary role in talent acquisition, with <a href="https://www.chieflearningofficer.com/2018/02/20/millennials-want-workplaces-social-purpose-company-measure/" data-gc-link="https://www.chieflearningofficer.com/2018/02/20/millennials-want-workplaces-social-purpose-company-measure/" target="_blank" rel="noopener noreferrer">64% of Millennials</a> claiming they won&rsquo;t take a job if the employer doesn&rsquo;t align with their values.
Culture awareness extends beyond messaging and sourcing strategies. It informs every interaction between your partner and your candidates. An ideal staffing company has a vested interest in candidate success and <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">actively advocates for individuals</a> in their network. Plus, they'll treat candidates with respect at every step in the recruiting process.
<h2>#3 Effective Sourcing</h2>
High-level business alignment is important, but it's only one aspect of a successful engagement. Before you commit to a partner, explore how they source candidates and measure success. Unfortunately, many staffing and recruiting companies simply measure performance on their ability to fill as many open roles as possible or fill empty seats in just a few days.
However, a heavy focus on quantity won't benefit your business and will likely lead to a breakdown in trust between you and your partner. Stay away from quick-fix solutions or high-speed staffing models. Instead, look for one that holistically evaluates talent and implements a multi-point approach to career matching. They should <a href="https://www.careercircle.com/blog/post/rethink-qualified-creating-a-more-well-rounded-workforce" data-gc-link="https://www.careercircle.com/blog/post/rethink-qualified-creating-a-more-well-rounded-workforce" target="_blank" rel="noopener noreferrer">source high-quality, diverse candidates </a>who are highly motivated and align with your company's values.
If D&amp;I is top of mind at your organization, a staffing and recruiting company can also help streamline and unify your acquisition strategy. Instead of working with multiple non-profits to reach underrepresented communities, let your partner manage outreach and acquisition to supply you will a naturally diverse talent pipeline.
<h2>#4 Ongoing Support</h2>
To keep your organization well-staffed and build a robust pipeline over time, you need to find a staffing company that can address both urgent, time-sensitive needs and long-term strategies. Unfortunately, many staffing and recruiting companies offer attentive service for initial setup tasks and once-off acquisition efforts but seem to disappear after passing off a list of prospective candidates.
The right one will cultivate a lasting partnership and nurture your business relationship over time. They'll supply you with fast-moving connections when you need them, then stick with you as you develop your pipeline or pivot your recruiting strategy.
On a smaller scale, consider day-to-day services, like:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">What is the primary channel or platform for communication?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Will you have a dedicated account manager?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">If so, how quickly can you expect a response from that primary contact?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Can you access on-demand support channels, like a help desk or live chat?</li>
</ul>
Ideally, your partner will also set up regular performance reviews to address how well they're meeting your expectations and supporting your internal talent acquisition efforts. No matter the parameters of your contract, establish clear communication and support standards upfront, then hold your partner accountable as your relationship grows.
<h2>#5 Proactive Strategies</h2>
Strategic development goes hand-in-hand with long-term support. As hiring managers and recruiters strive to <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">go beyond firefighting and reactive hiring initiatives</a>, they need a partner committed to doing the same.
Typical staffing and recruiting companies operate on the "get a requirement, fill a requirement" model, only sourcing for new roles as they open up in your company. This reactive approach to hiring doesn't just put pressure on internal staff and hiring managers; it also limits your access to highly qualified talent, as you can only choose from the candidates the market has to offer at that given moment.
If you and your partner commit to a proactive talent acquisition strategy, you can cultivate a pipeline that aligns with your business and culture over time, which strengthens your talent pools and increases employee retention after you fill open roles.
<h2>The Right Partner Drives Long-Term Value</h2>
When you find the right staffing and recruiting company, you'll likely reap the implicit benefits pretty quickly, such as:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">X% of open roles filled</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Reduction in new recruiting costs</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Increased internal bandwidth</li>
</ul>
These metrics are essential, but the key to an effective talent acquisition strategy goes beyond the day a new employee joins your team. The reality is, every person in a job is tied directly to a business outcome, and their quality of work impacts your bottom line. Consider the value each highly motivated, well-qualified employee brings your organization.
The more often your partner matches exceptional candidates to open roles, the more value they deliver across your company &mdash; not just in your recruiting efforts. You'll gain hardworking employees that contribute to your success for years to come and love coming in to work each day.

At CareerCircle, we believe in long-term partnerships, not once-off temp. staffing projects. We'll connect you with ideal candidates from diverse backgrounds and non-traditional talent pools, with holistic candidate-to-career matching that ensures applicants are an excellent fit for your business.
Ready to turn as-needed recruiting into a long-term acquisition strategy?&nbsp;

Partner with top staffing firms to transform your talent acquisition strategy and build a robust candidate pipeline.

Top Staffing and Recruiting Companies Have These Five Qualities in Common

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142 Articles

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

Top Staffing and Recruiting Companies Have These Five Qualities in Common