Abstract
In today’s fast-changing and innovative world, companies must compete for the best talent to be successful, yet do so in ways that do not match the innovative landscape in which they function. While demanding diverse workforces, many industries, technology especially, continue to rely on referrals to fill headcount. In a tight job market like the technology sector, it can be challenging for even the most well-known companies to reach their goals for diversity hires and so often it is not what you know, but who you know that secures candidates’ jobs. This issue is even more complicated for startup organizations who lack networks, name recognition, and the funding to compete. This article discusses how technology startups can improve their pipeline and diversify their candidate pool through a variety of targeted steps, with a focus on referrals. Startups face unique challenges in recruitment and more pressing needs for diversity for the success of their products and services. With thoughtful and careful considerations, this paper shows how small structural changes can be made to ensure startups build teams of people that are happy at work and stay, while also meeting goals to diversify the technology workforce. Furthermore, this paper sheds light on why diversifying the workforce is especially important for the success of start-ups, 75% of whom fail in their first three years.
Presenters
Kelsey KaulDoctoral Student, College of Education, College of Professional Studies, Northeastern Universtity, Washington, United States
Details
Presentation Type
Paper Presentation in a Themed Session
Theme
KEYWORDS
Diversity, Inclusion, Recruitment, Technology, Interviewing, Sourcing, Bias, Equality, Workplace, Referrals
