How do you manage feedback on diversity recruitment?

1 Define your goals and metrics

Before you start collecting and analyzing feedback on diversity recruitment, you need to have a clear idea of what you want to achieve and how you will measure it. For example, you might want to increase the representation of certain groups in your workforce, improve the retention and engagement of diverse employees, or enhance the diversity of your leadership pipeline. Whatever your goals are, you need to define them SMARTly (specific, measurable, achievable, relevant, and time-bound) and communicate them to your stakeholders. You also need to choose the appropriate metrics and tools to track your progress and outcomes, such as diversity dashboards, surveys, interviews, or focus groups.

2 Solicit feedback from multiple sources

To get a comprehensive and balanced view of your diversity recruitment efforts, you need to solicit feedback from multiple sources and perspectives. This means not only asking candidates and new hires about their experience and satisfaction, but also involving your existing employees, managers, customers, and partners. You can use various methods to gather feedback, such as online forms, phone calls, emails, or face-to-face meetings. However, you need to ensure that you respect the privacy and confidentiality of your respondents, and that you ask relevant and respectful questions that avoid bias and discrimination.

3 Analyze feedback objectively and systematically

Once you have collected feedback on diversity recruitment, you need to analyze it objectively and systematically. You need to look for patterns, trends, gaps, and opportunities in the data, and compare it with your goals and metrics. You also need to identify the strengths and weaknesses of your diversity recruitment strategy, and the areas that need improvement or adjustment. You can use various tools and techniques to analyze feedback, such as SWOT analysis, root cause analysis, or feedback matrix. You should also involve your team and stakeholders in the analysis process, and seek their input and opinions.

4 Act on feedback promptly and transparently

The final step in managing feedback on diversity recruitment is to act on it promptly and transparently. You need to prioritize the most urgent and important issues, and develop an action plan to address them. You also need to communicate your findings and actions to your stakeholders, and explain how you will implement and monitor them. You should also acknowledge and appreciate the feedback you received, and show how it helped you improve your diversity recruitment process and outcomes. You should also follow up with your stakeholders regularly, and update them on your progress and results.

5 Evaluate and improve your feedback process

Managing feedback on diversity recruitment is not a one-time event, but an ongoing cycle of improvement. You need to evaluate and improve your feedback process regularly, and ensure that it is aligned with your goals and metrics. You also need to check if your feedback methods and tools are effective and efficient, and if they are reaching and engaging your stakeholders. You should also seek feedback on your feedback process, and ask your stakeholders how they feel about it, and how it can be improved. You should also celebrate your achievements and successes, and share your best practices and lessons learned.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?