Diversity and inclusion have become more than just buzzwords; they are critical components of building successful and resilient teams. Recruiters play a pivotal role in shaping the workforce, and embracing lateral hiring can be a game-changer when it comes to enhancing team inclusivity.
A McKinsey & Company‘s diversity matters report suggested lateral hiring increases workplace diversity by 23%, fostering a culture of innovation.
In this blog, we will explore the significance of lateral hiring, its impact on diversity, and how it can contribute to creating a more inclusive and innovative work environment.
What is lateral hiring in recruitment?
Lateral hiring, also known as external or non-traditional hiring, involves bringing in talent from outside the organization to fill key roles. While traditional hiring methods focus on promoting from within, lateral hiring widens the pool of candidates by seeking professionals with diverse backgrounds, experiences, and perspectives. Recruiters can leverage lateral hiring to inject new ideas, skills, and energies into their teams, fostering a culture of innovation and adaptability.
The challenge of inclusivity in lateral hiring
Inclusivity goes beyond meeting diversity quotas. It’s about creating an environment where individuals feel valued, heard, and empowered, regardless of their background or identity. Traditional hiring practices can inadvertently lead to homogeneity within teams, hindering the potential for creativity and varied problem-solving approaches.
Recruiters must acknowledge the challenges of building inclusive teams and recognize that embracing lateral hiring can be a transformative step in overcoming these challenges. By actively seeking candidates from different industries, cultures, and educational backgrounds, recruiters can create a melting pot of talent that enriches the organizational culture and fuels innovation.
The impact of lateral hiring on diversity
Broader talent pool: Lateral hiring allows recruiters to tap into a wider talent pool. Instead of limiting the search to candidates within the same industry or with similar experiences, recruiters can attract professionals with diverse skills and perspectives. This not only brings fresh ideas but also contributes to a more inclusive work environment.
Cultural diversity: Organizations benefit from a variety of cultural perspectives. Lateral hires can introduce cultural nuances that may be overlooked in a more homogenous team. This diversity helps in understanding and serving a diverse customer base, making the organization more adaptable to global markets.
Gender diversity: Many industries face gender imbalances, and lateral hiring can be a powerful tool for addressing this issue. Recruiters can actively seek out and hire qualified professionals from underrepresented genders, fostering a more balanced and inclusive workplace.
Diverse skill sets: Lateral hires often bring with them a unique set of skills acquired from different industries and roles. This diversity in skill sets can lead to cross-functional collaboration, where team members complement each other’s strengths and weaknesses, resulting in a more robust and agile workforce.
Enhancing inclusivity through lateral hiring
Overcoming unconscious bias: Unconscious bias in hiring can be a significant barrier to inclusivity. Recruiters may unintentionally favor candidates who resemble existing team members or possess similar backgrounds. Lateral hiring provides an opportunity to challenge and overcome these biases by intentionally seeking candidates with diverse qualities.
Creating inclusive recruitment practices: Recruiters should establish recruitment practices that actively promote inclusivity. This includes using inclusive language in job descriptions, partnering with diverse professional networks, and ensuring that the interview process is designed to assess skills and potential rather than fitting a preconceived mold.
Developing diversity partnerships: Building partnerships with organizations that specialize in diversity recruitment can be a strategic move. These partnerships can provide access to a more diverse pool of candidates, enabling recruiters to identify individuals who bring unique perspectives and experiences to the team.
Implementing blind recruitment techniques: Blind recruitment involves removing personally identifiable information from the initial stages of the hiring process. This can include anonymizing resumes and conducting blind interviews. By focusing solely on skills and qualifications, blind recruitment helps minimize biases and ensures that candidates are evaluated solely on their merits.
Case studies: Success stories of inclusive lateral hiring
Salesforce: Salesforce has been a pioneer in prioritizing diversity and inclusion. The company actively seeks talent from underrepresented groups, and their commitment to inclusivity is reflected in their diverse workforce. By embracing lateral hiring practices, Salesforce has created a culture that values innovation through diverse perspectives.
Unilever: Unilever is another example of a company that understands the importance of diversity. Through targeted lateral hiring initiatives, Unilever has increased the representation of women in leadership roles. This not only brings gender diversity to the forefront but also serves as a catalyst for positive cultural change within the organization.
Microsoft: Microsoft has implemented programs to encourage neurodiversity in the workplace. By actively seeking and hiring individuals with autism and other neurodivergent conditions, Microsoft has not only created a more inclusive environment but has also tapped into a pool of unique talents that contribute to the company’s success.
Challenges and solutions in implementing lateral hiring for inclusivity
Resistance from existing team members: Introducing new team members from different backgrounds can sometimes be met with resistance from existing employees. Recruiters should address this challenge by promoting the benefits of diversity and fostering a culture that values the contributions of all team members.
Ensuring cultural fit: While diversity is essential, recruiters must also consider the cultural fit of new hires. To address this, organizations can implement mentorship programs, team-building activities, and onboarding processes that help integrate lateral hires seamlessly into the existing team.
Measuring and demonstrating impact: To justify the efforts in lateral hiring, recruiters need to measure and demonstrate its impact on team performance and innovation. Establishing key performance indicators (KPIs) related to diversity and regularly reporting on progress can help showcase the positive outcomes of inclusive hiring practices.
Conclusion
Lateral hiring is a powerful tool that recruiters can leverage to enhance team inclusivity. By actively seeking candidates with diverse backgrounds, skills, and perspectives, organizations can build teams that are not only more representative of society but also more innovative and adaptable. Recruiters play a crucial role in shaping the workforce, and by embracing lateral hiring practices, they contribute to creating a workplace where every individual feels valued and empowered, irrespective of their background or identity. As the business landscape continues to evolve, the ability to harness the benefits of diverse talent will be a key differentiator for organizations striving for sustained success.
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