Diversity Recruiter Job Description, Skills, and Salary
Are you searching for a diversity recruiter job description? Get to know about the duties, responsibilities, qualifications, and skills requirements of a diversity recruiter. Feel free to use our diversity recruiter job description template to produce your own diversity recruiter job description. We also provide you with information about the salary you can earn as a diversity recruiter.
Who is a Diversity Recruiter?
A Diversity Recruiter is someone who searches for job applicants with various backgrounds, makes efforts to make talent acquisition procedures more inclusive, and removes obstacles that hinder all applicants from having an equal chance to be hired by them.
A diversity recruiter selects candidates without favoring or disfavoring any individual or group of applicants. Although the selection is still focused on merit and seeks to hire the best candidate possible, it is designed to provide all applicants, regardless of background, an equal opportunity.
It is the responsibility of diversity recruiters to make sure that their company is a friendly and inclusive environment to work in. They frequently take the lead on projects to foster diversity in the workplace, like hiring members of underrepresented groups or developing new initiatives to assist workers from diverse backgrounds or identities. Additionally, running diversity initiatives inside an organization may fall within their duties. It can entail conducting audits of the company’s present policies and procedures to ensure they adhere to regulatory standards or collaborating with top leadership to create plans for boosting diversity throughout the organization.
Diversity can be divided into two categories: acquired diversity, which is gotten over time, and inherent diversity, which includes demographic variables. Inherent diversity refers to a person’s ethnicity, gender, age, or any other attribute that comes as a natural part of who they are. Acquired diversity refers to malleable things which can change over time, such as education, experience, values, skills, and knowledge.
Diversity most times refers to “people of color”, specifically Africans/African American, Asian, or Hispanic heritage, in the context of the workforce. For inclusion, a more contemporary interpretation of the concept of diversity now includes more groups, including women, veterans of the military, and members of the LGBTQIA+ community. The change reflects the turbulent history of different populations battling underrepresentation in corporate and governmental leadership roles, wide wage discrepancies, and workplace discrimination.
Diversity now encompasses more than just race, gender, and sexual orientation for many of the most accepting organizations; it also includes one’s culture, experiences, background, values, and worldview. These characteristics define a person as diverse and astute companies seek candidates with creativity and original ways of thinking based on such.
As technology evolves, recruiters now poach potential employees on the internet. They are found on LinkedIn, Twitter, Facebook, and other platforms, researching and filtering candidates who may appear suitable for the roles they want to fill. When they gather their data, they send a message to these people and state their purpose. In some cases, the candidates do not even go further with the discussions as they decline because they are comfortable with their workplace, the role may not be their niche, or they are not yet ready to leave their current company. In other cases, the conversation may carry on and get to the interview stage, if successful, the candidate comes in as a full-time employee.
Diversity recruiters work in corporate workplaces, governmental agencies, charity groups, and educational institutions. Depending on the demands of their company, they might work full- or part-time, and their hours might change. Travel may be necessary for diversity recruiters to attend conferences or meet with clients. They frequently collaborate closely with managers and co-workers to design and implement initiatives that advance inclusion and diversity in the workplace. They could also be in charge of looking into and resolving allegations of harassment and discrimination.
Diversity Recruiter Job Description
What is a diversity recruiter job description? A diversity recruiter job description is simply a list of duties and responsibilities of a diversity recruiter in an organization. Below are the diversity recruiter job description examples you can use to develop your resume or write a diversity recruiter job description for your employee. Employers can also use it to sieve out job seekers when choosing candidates for interviews.
Diversity recruiters perform different duties and responsibilities at their workplace and in their careers. Some of these tasks are:
- Aid in developing hiring strategies that give internal and external, equal possibilities.
- Collaborate with hiring managers in the objective evaluation of candidates.
- Create non-biased wording in job descriptions, interview questions, and other hiring materials.
- Ensure benefits are in line with employees’ needs by coordinating with HR.
- Establish objective hiring standards unaffected by protected traits like age, gender, or ethnicity.
- Source, connect with, and actively seek out applicants who are members of underrepresented groups such as women, minorities, or those with impairments.
- Promote the rights of minorities and ensure equality in all areas of business.
- Review all correspondence, including the company’s careers page and social media, to ensure it complies with labor laws, upholds human rights, and uses non-discriminatory language.
Qualifications
- High school certificate or GED
- Have a bachelor’s degree in human resources, communications, business administration, or a relevant discipline.
- Experience with hiring, staffing, and general HR processes and procedures.
Essential Skills
To succeed in the career, diversity recruiters require the following skills:
- Communication
The act of communicating involves transferring information through a medium. Diversity recruiters can be in charge of communicating with staff members, supervisors, and executives as a diversity recruiter. They can also discuss company guidelines, practices, and initiatives. Clear communication can assist you in getting your point across and ensuring everyone is on the same page. The role involves speaking with prospective workers, so knowing how to interact with them will play a huge role. Lack of communication may send the wrong message to them, reducing their chances of accepting a role in the organization. When they tell these candidates they will get back to them at a given date and time, they should ensure to stick with it, and if the time is no longer possible, they should inform them prior to the date.
- Open to learning
Constant learning is one approach to developing your diversity and inclusion skills. Companies may provide or pay for workshops and training to help employees get better in their various roles. It does not stop a diversity recruiter from also doing their research and personal development. Reading books, engaging with enlightened people, and visiting informative sites may also help them stay informed and current.
- Social Skills
People-oriented recruiters are likable, approachable, and reliable. They possess a talent for making people feel good. Diversity recruiters should listen with care and compassion. They should build positive relationships between the organization and the prospects to entice them to join. They can attract top talent by promoting their employer’s brand through social skills. At the same time, effective candidate engagement creates a pleasant candidate experience that encourages candidates to recommend the business to others even if they are not do not get in.
- Sales and networking abilities
Diversity recruiters should be able to pitch the job vacancies to as many different types of individuals as they can to draw the talent to the available positions. They must therefore go out and meet people, both offline and online. They should be able to source, meet and interact with potential candidates using various platforms, including social media, specialized community channels, and employee resource groups. How effective they are in recruitment depends less on the number of prospects they have and more on the quality of those prospects and the relationships they develop with them. They create appealing, inclusive job postings and advertisements that address the diverse employment market. They also follow up on leads to possible hires who are not looking for work.
- Critical thinking
Their ability to think critically improve based on their observation, analysis, and evaluation of all obtained information about the individual. These skills help them make a sound and well-informed judgment regarding a candidate’s suitability for the position and the firm. They do not go solely by hunches, biases, or prior beliefs to select and suggest candidates. Diversity recruiters use analytics and experience to predict potential hires’ employment performance. To be great in this skill, they read critical thinking-related books and articles and attend classes to stand out in the recruitment industry.
- Time management
Diversity recruiters become reputable and reliable when they handle their time well. They frequently face time constraints since they have a set amount of time to fill open positions. Managing time also encompasses multitasking and effective organization.
- Data-Driven
For diversity recruiters to succeed in recruitment in the modern era of Big Data, they must be data-driven. Diversity recruiters make hiring judgments based on all pertinent information and data to overcome presumptions and biases in decision-making. It includes not ignoring deserving individuals from minority groups that are frequently marginalized, like women, people of color, and persons with disabilities. They use data to foresee future talent needs and begin recruiting before these job openings occur.
Diversity recruiters research data from employment resumes, pre-hiring tests, and social media accounts, such as those on Facebook, Twitter, and LinkedIn for recruitment purposes. Diversity recruiters analyze the data to determine whether candidates will fit in well with the company’s culture and whether their personal beliefs and advocacy positions are compatible with the organization.
- Tech-savvy
Diversity recruiters need to be tech-savvy, which goes hand in hand with the prior ability to be data-driven. They utilize modern technology, such as hiring software to speed up finding qualified applicants from varied backgrounds. It also makes recruiting simple and more in line with the moment if they know programming and system management.
- Listening Skills
Diversity recruiters should be able to observe and listen closely to tell what the client and potential prospects need and want.
Their capacity to effectively listen and understand the demands of both candidates helps in their career progression. They need a clear idea of what the organization wants in a candidate and what the potential candidate expects from the job.
- Problem-solving
Diversity recruiters sometimes work with their colleagues in HR to handle employee grievances, resolve workplace disputes, and find solutions. Their ability to solve problems will enable them to locate the root of a problem and create a strategy for resolving it.
They can also utilize their problem-solving abilities to create plans to enhance diversity and inclusion in the workplace.
- Negotiation
They engage with other departments to ensure their company achieves its diversity objectives. Their discussion with prospective employees usually includes salary and compensation, and they may have to negotiate these things with candidates to reach the best deal.
- Teamwork
Diversity recruiters frequently collaborate with their team members and people from different departments. It may involve marketing, sales, and other areas. They need strong collaboration and communication skills to work on a team. A diversity recruiter who is a team player can help to accomplish shared objectives.
How to Become a Diversity Recruiter
Becoming a diversity recruiter requires a person to go through some learning phases. Below is a path a person can tow to be a diversity recruiter.
Education
A GED or high school certificate. A bachelor’s degree in human resources, psychology, sociology, or a closely related discipline. As much as those courses are preferred, some firms may not mind a person having a degree in an unrelated field, so far such a person is capable of the job.
Experience
Diversity recruiters generally obtain on-the-job training for their position. They may need to learn the company’s mission, objectives, goals, hiring, and promotion procedures in training. They can be interns first or get the job through a related role.
Licenses and certifications
Certifications can confirm a professional’s credentials to potential employers. Diversity recruiters can obtain certifications to improve their practical understanding of everyday duties, assess their professional abilities, and promote their careers. Certificates may not be compulsory.
Where to Work as a Diversity Recruiter
Diversity recruiters work in corporate workplaces, as their primary duty is to seek talents for their organization. They do not discriminate and hire qualified talents despite their background. Some organizations segregate people considered minorities and may not hire them, but a diversity recruiter ensures they hire them if they qualify and treat them equally. Some of the places you can find a diversity recruiter working are:
- Charity group
- Corporations
- Educational institutions
- Governmental agencies
- Start-ups
- Tertiary Institutions
Diversity Recruiter Salary Scale
Every career has a different salary scale that may apply to them. The salary range of any profession depends on location, skills, educational background, years of experience, industry, and company.
In the United States
The annual salary of a diversity recruiter is as high as $85,210 and as low as $42,355. The average is around $58,120 yearly.
In the United Kingdom
The salary of a diversity recruiter is as high as £72,606 and as low as £31,900. The annual average is around £42,350.
