Indian companies are sitting on a golden opportunity. With our diverse population spanning different regions, languages, and cultures, we already have the foundation for building truly inclusive workplaces. And as global hiring trends shift towards more inclusive practices, companies need to rethink their approach to talent acquisition.
But many of us are still stuck in old hiring patterns, missing out on talented people who could bring fresh ideas and skills to our teams.
In this blog, we’ll explore how making your company more welcoming to different kinds of people isn’t just good for society – it’s great for business. You’ll learn practical steps to expand your talent search beyond the usual places and create a workplace where diverse talent wants to stay and grow.
Why DEI expands your talent pool
DEI in recruitment isn’t just a buzzword – it’s becoming a crucial business strategy.
When companies embrace(DEI), they gain access to talent they might have missed before. Think about it – if you’re only fishing in one spot of the lake, you’re missing all the fish in other areas. The same goes for hiring.
When you fish in the same small talent pool as everyone else, you end up in bidding wars for candidates. This drives up salary costs and increases time-to-hire. Companies that look beyond traditional talent sources often find equally skilled people at more reasonable costs. DEI initiatives can help avoid this.
Companies with strong DEI practices see their talent pools grow in several ways. First, they attract candidates from different backgrounds who might not have applied before because they didn’t see themselves represented. Second, they discover skilled people through non-traditional paths – like self-taught programmers or career switchers bringing valuable experience from other industries.
Opening up your hiring to different talent pools brings multiple benefits: you get fresh perspectives that drive innovation, reach candidates who might be overlooked by your competitors, and build teams that better understand diverse market needs. When companies remove unnecessary barriers like strict degree requirements or traditional career path expectations, they often find talented people who approach problems in new ways.
Some of your best potential employees might have taken non-traditional paths to gain their expertise. A self-taught data scientist might have more practical skills than someone with a formal degree. A career-switcher might bring valuable cross-industry insights.
When you remove unnecessary barriers and biases from hiring, you don’t just get a bigger talent pool – you get a richer one, filled with people who bring different skills, experiences, and ways of thinking to your organization.
How to expand your talent pool through DEI initiatives
1— Revise your job descriptions and requirements
Job descriptions are often the first handshake between your company and potential candidates. Many traditional listings unintentionally create barriers that screen out talented people before they even apply. For example, a job post might ask for “15 years of experience in digital marketing” when what you really need is someone who understands modern marketing channels and can create effective campaigns.
The language in job posts can shape who feels welcome to apply. For example, phrases like “rock star developer” or “aggressive self-starter” might discourage certain candidates. Instead, descriptions that focus on impact like “you’ll help build products that make a difference” or “you’ll collaborate with teams across the globe” can appeal to a broader range of candidates.
Requirements lists often become wish lists that discourage good candidates. For example, a position might list ten “required” programming languages when proficiency in two or three core languages would be enough to succeed in the role. Similarly, asking for specific degrees can exclude self-taught talent or career switchers who have the right skills but took a different path.
Benefits descriptions also play a key role. Instead of just listing standard benefits, highlighting flexible work options, parental leave, or cultural celebrations can signal that your workplace welcomes different life situations and backgrounds.
The goal isn’t to lower standards – it’s to remove artificial barriers.
2— Expand your sourcing channels
Finding great talent means looking beyond the usual places. Most companies get stuck in a cycle of posting on the same job boards and tapping the same networks, then wondering why they keep seeing similar candidates.
The digital world offers countless ways to connect with diverse talent. For example, professional communities on LinkedIn and Reddit often have specialized groups where people from different backgrounds share opportunities. These spaces aren’t just job boards – they’re places where you can build genuine connections with potential candidates.
Employee networks remain one of the most powerful sourcing channels, but they need a fresh approach. Instead of just asking employees to refer their friends, encourage them to connect with different professional communities they’re part of. For example, an employee who’s active in a women’s coding community might help build bridges to talented developers you’d never reach through traditional channels.
Local partnerships can unlock hidden talent pools. Professional training institutes, coding bootcamps, and career transition programs often connect with candidates who bring unique perspectives and non-traditional backgrounds. These partnerships don’t need huge budgets – they need genuine engagement and a willingness to look at talent differently.
The key is consistency – building relationships with diverse talent communities takes time, but the payoff in terms of candidate quality and diversity is worth the investment.
3— Make your hiring process more accessible
Inclusive hiring practices are not just about accommodating disabilities – it’s about removing any unnecessary hurdles that might keep great candidates from showing their true potential. Think of hiring like hosting a party – you want everyone to feel comfortable joining in, regardless of their situation.
The traditional hiring process often assumes everyone can follow the same path. A three-hour assessment on a Tuesday afternoon might be impossible for a working parent, but that doesn’t make them any less qualified. By offering flexible scheduling and breaking assessments into shorter sessions, you keep these candidates in the running.
Interview formats matter too. Some candidates might shine in a traditional face-to-face interview, while others might better demonstrate their skills through practical assignments or written responses. For example, a candidate might struggle with spontaneous technical questions during an interview but excel when given a take-home coding challenge.
Clear communication makes a huge difference. When candidates know exactly what to expect – from interview stages to timeline to evaluation criteria – they can prepare properly and show their best work. Being upfront about your process also shows respect for candidates’ time and circumstances.
Expanding talent pools even with budget constraints
Expanding talent pools doesn’t always require huge investments. Smart resource allocation can make DEI initiatives work without large budgets. The key is starting with changes that create the biggest impact for the lowest cost.
One effective approach is to leverage existing resources differently. Rather than paying for expensive new job boards, companies can build relationships with local professional networks and communities. Your current employees likely already have connections to diverse talent communities – creating an inclusive referral program costs nothing but can significantly widen your talent pool.
Training doesn’t always require expensive external consultants. Companies can start with peer learning sessions where team members share experiences and discuss inclusive practices. Free online resources and webinars can help teams learn about unconscious bias and inclusive interviewing.
Many effective changes are about process rather than budget. Rewriting job descriptions to be more inclusive, implementing structured interviews, or creating clear evaluation criteria doesn’t require additional spending – just thoughtful revision of existing practices.
For sourcing, companies can start with free or low-cost channels that reach diverse candidates. This might mean being more active on social media platforms where underrepresented talent congregates, participating in virtual career fairs, or partnering with local organizations that support different communities.
When a budget is available, it can be used strategically. Instead of spreading resources thinly across many initiatives, focus on one or two high-impact areas. For example, investing in a good applicant tracking system that helps remove bias from screening might be more valuable than multiple small initiatives.
How RippleHire makes global DEI practical
While building a truly inclusive global workforce takes time, having the right technology makes a huge difference. RippleHire solutions for diversity hiring help companies operationalize their DEI commitments through technology
The platform helps remove unconscious bias from job descriptions and screening processes, ensuring opportunities reach a wider, more diverse talent pool. It can help you track and measure diversity across your global hiring funnel, identifying where diverse candidates might be dropping off and why. You can use RippleHire’s AI-powered matching to focus on skills rather than backgrounds
See RippleHire in action. Book a demo to discover how our platform can help you.
