Research from MIT and McKinsey shows that diverse teams produce more effective business results. But building a candidate pool that includes a wide range of genders, ethnicities, cultural backgrounds and sexual orientations can be difficult without the right recruiting tactics in place. Here are a few ways you can work to create a team that delivers innovative solutions to big challenges — and boost your bottom line in the process.

Go where they are.

There are professional organizations, networking groups and alumni associations that specifically cater to diverse candidates. As part of your overall recruiting efforts, work to raise your profile with these organizations by advertising in their publications or attending their conferences. There, you’ll be able to meet new candidates and demonstrate interest in them. Better yet, you can start early by partnering with colleges and attending job fairs and other events that cater to targeted demographics.

Market your company in the right way.

Diverse candidates are looking for diverse workplaces, so you should show potential candidates that you value an inclusive environment through your marketing. The words and images on your website, brochures, company blog and even your job descriptions are all opportunities to send a message that diversity matters to your organization. And when it comes time to recruit for open roles, look for websites and other media that cater to different religions, cultures and ethnicities, and publish your job listings there.

Build a culture that supports diversity.

It’s one thing to talk the diversity talk. But if your company isn’t walking the walk, you’ll probably get pegged as a phony pretty quickly. That’s why it’s important to build a company culture that supports diverse candidates. LGBTQ-friendly policies, recognition of a wide range of religious holidays and paid parental leave are all good starting points.

Get referrals from existing employees.

Diverse employees are likely connected with the diverse talent that you’re after. Start in-house by asking your team for referrals and encourage them to share your job postings on their social accounts. The recruiting help you need may be right down the hall — all you have to do is ask.

Prospect early. Prospect often.

You’re probably already doing this, but the best recruiters are always recruiting. That way, should a position suddenly open up, your company doesn’t have to scramble to fill it. That goes double when it comes to diversity recruitment, especially if you’re in a field like tech or advertising that isn’t particularly diverse to begin with. Work to constantly develop relationships and build rapport with candidates across the spectrum, and you’ll be golden when the time comes to hire.

Need help developing a screening program to build effective, diverse teams? Contact JDP today!