Building an Inclusive Employer Brand: Attracting Diverse Talent
Talent Acquisition Specialist
According to a recent survey conducted by Glassdoor, 76% of job seekers consider diversity an essential factor when evaluating potential employers. I was curious about this striking statistic, so I asked my own network on Linkedin to respond to the following poll: “When you are considering a job opportunity, how much does it matter to you if the company is committed to diversity and inclusion?”. Even with the limited sample of 30 respondents, the results actually backed up Glassdor's findings. 40% voted crucial, 30% important, 20% neutral and 10% not important at all.
The Challenges of the Current Market
The need for an inclusive employer brand arises from the ever-increasing demand for diversity and inclusion in the workplace. Candidates today are not only seeking attractive compensation packages and career growth opportunities but also a sense of belonging and respect within their organizations.
As a Talent Acquisition Specialist at Hadrian I interviewed over 370+ candidates in the last year.
What intrigued me the most was the portion of candidates that were jumping from large corporations - they had all you could think of: generous compensation, the latest technologies, the list goes on. However there’s one thing you cannot buy: an inclusive and fun culture.
While the importance of an inclusive employer brand is apparent, challenges persist because organizations struggle to effectively communicate their diversity and inclusion efforts to current employees and potential candidates. The big problem here is that this is leading to missed opportunities for both candidates and organizations! Acknowledging this, Hadrian has been committed to addressing these challenges right from the beginning. Read more on this in the blog below.
How Hadrian attracts top talent
Attracting top talent is quite a complex task for organizations because the job market is evolving so rapidly. While traditional recruitment methods still hold value, companies in 2023 have to recognize the need to go beyond the basics.
At Hadrian, we understand the significance of an inclusive employer brand. Diversity and inclusion are not seen as just a checkbox, but as a strategic advantage that fuels a workplace of innovation, creativity, and overall employee engagement and better business outcomes. Our commitment to diversity and inclusion is deeply ingrained in our company culture, and it goes beyond merely attracting top talent; it strives to create an environment where individuals from all backgrounds and experiences can thrive.
- Diversity in hiring: Hadrian uses unbiased recruitment practices to broaden our talent pool. The 370+ candidates I had the pleasure to interview were located all around the globe and are from 50+ different nationalities. Over the last few months, we have introduced fully remote roles, including a team of India-based hackers, a Portugal-based hacker, and a senior sales team member in Israel. And this is only the beginning!
- Flexible working arrangement: Born during COVID-19, Hadrian has been hybrid since day one. Talents are scattered all over the world, and only some have the privilege to come to our Amsterdam or London office. Maintaining a hybrid way of working gives everyone an equal chance to work by simply providing the option to do whatever feels most productive and comfortable. On top of that, a work-from-home budget is available to everyone to help create a fully equipped workspace that allows each individual to excel in their day-to-day tasks.
- Training and development: ‘Pursue growth’ is one of the values we try to live by here at Hadrian. The 60-20-20 rule can be traced back to our early days as a young startup, when we had to be as creative as possible. But what is this rule – you may ask! It means you can spend 60% of your time working on your regular duties, 20% working on something new, and 20% on learning. We make sure to allocate time and resources for everyone’s development, and we encourage them to take a proactive role in their personal evolution.
- Regular assessment: Employee surveys and “Kudos & Concerns” sessions are monthly practices we do at Hadrian to assess the effectiveness of diversity, equity, and inclusion initiatives and make actual improvements based on our people’s feedback.
Our core value of ‘Succeed Together’ guides us in creating an environment where every individual feels respected and empowered to bring their authentic selves to work. Truly embracing 'succeed together' means prioritizing collaboration, empathy, and open dialogue, creating a workspace where everyone's voice is heard and valued. Together, we constantly work towards building an inclusive culture where everybody can contribute their unique talents, and by doing so, we attract and retain a diverse pool of exceptional talent.
By embracing diversity in all its forms - whether it's gender, race, ethnicity, age, sexual orientation, disability, or cultural background - we create a rich tapestry of perspectives that fuel our collective growth and enable us to better serve our customers. At Hadrian actively seeking diversity in our workforce is not treated as a nice-to-have, but rather as an essential strategy for maintaining a competitive advantage in the employment landscape.