3 diversity recruiting strategies with Lyft

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According to McKinsey, diverse companies are 35% more likely to outperform homogeneous ones. Additionally, Harvard Business Review states that diverse organizations are 70% more likely to capture new markets.

Besides being the right thing to do, establishing diverse and inclusive workplaces has tremendous business ROI. Recruiters are on the frontlines of diversity and inclusion, yet in order for them to have long-term impact, they must be a company-wide effort. As a talent professional, how do you go about conducting a company-wide concert focused on diversity and inclusion?

In partnership with Teamable, we created a guide to help you embed D&I into your efforts, to ensure your company is building a diverse and inclusive workforce.

We put together a sneak peek at the eBook for you, specifically around optimizing your interview process for diversity and inclusion through structured hiring.



Optimize your interview process for diversity and inclusion by building a structured hiring process

If your current hiring process has resulted in underrepresentation of certain groups in your company, you may have found the real culprit behind your diversity issues. Guide your hiring managers throughout the recruitment process to reduce bias and establish inclusive hiring.

When you clearly define which traits will lead to someone being successful in the role and how you’ll assess this, you ensure the most qualified candidate is selected – regardless of characteristics like race or gender.