“More than one-third (35%) of HR leaders have prioritized DEI as one of their top five initiatives in 2022.”

“Seventy-six percent of employees and job seekers say that a diverse workforce is important to them when evaluating companies and job offers.”

“A key challenge to executing diversity recruiting strategies are the pieces of the process that are not owned by recruiting or DEI leaders, such as hiring manager decisions, role requirements and internal mobility opportunities.”

“Recruiting and DEI leaders can expand talent pools by influencing hiring managers to  lessen the requirements for roles, which will increase access to a wider pool of talent with a diverse set of skill sets, experiences and backgrounds outcomes.”

“To increase diversity in the candidate pipeline, HR should reduce employment barriers, like resume gaps or a lack of awareness on how skills can translate, which will mitigate the root causes of underrepresentation.”

“Branding is candidates' first window into a company – new hires were twice as likely to say they'd repeat a hiring decision if they felt branding matched their experience at the company.”

“In today’s hyper competitive labor market where talent demand far exceeds current supply, branding messages and candidate needs are misaligned.”

“What is missing is human connection, which builds ties between candidates and the organization. Branding for connection builds emotional ties between candidates and the company by helping candidates feel, explore and trust what life is like with the company.”

“To help candidates feel the experience, HR must spark imagination with specifics about the role and company and acknowledge candidate agency.”

“More than half of HR leaders named innovating for success as one of their top three priorities for 2022.”

“HR has been under increasing pressure to be creative – from developing a hybrid/return-to-office strategy and designing a pandemic talent strategy to finding flexibility for frontline workers and establishing mechanisms for employee activism.”

“Only 46% of employees agree that their organization encourages creative thinking, yet an organization’s actions have more than double the impact of an individual’s personality when it comes to driving employee creativity.”

“Increasing creativity on your teams is tied to taking specific, intentional actions to encourage creative thinking within the workplace.”

“There are three actions organizations can take to increase employee creativity in general: 

• Increase novelty to drive imagination, i.e. bringing together people who haven’t worked together before, or who have very different perspectives.

• Lower stress to reduce stickiness of prior knowledge, for example, are leaders creating enough mental and temporal space for creativity? 

• Broaden participation to increase knowledge and expertise – create space for asynchronous and synchronous idea generation, include people from all levels, etc.”