How to Overcome Talent Shortages by Expanding your Pool of Recruitment and Ensuring the Selection of Diverse Talent


To sum up, along with identifying tools for ensuring the selection of diverse talent in your organization, this training will assist your future endeavors in:

  • Encouraging employees to contribute during company’s meetings
  • Learning methodology for enhancing relationships within your team
  • Owning the tools for having productive meetings

This workshop is for:

Competition for tech talent isn’t simply an HR problem. It’s about survival, according to a 2021 Bain report on the Tech Industry.

And it’s no longer just in the tech industry. The pandemic has shifted how people think about work, and employers will need to respond to attract and retain top talent according the Mercer.

As all industries compete for top candidates, leading companies are widening their funnel and investing in what sets them apart.

Diversity and inclusion come out top, as one of the key areas that they invest in to set themselves apart. No wonder as an analysis of Glassdoor — in the same Bain report — shows that more diverse and inclusive organisations are more attractive to ALL candidates.

So, what do you need to do to attract a wider and more diverse pool of candidates to your organisation?

This is what we will answer for you in this training programme.

The package consists of 2×2-hour virtual training sessions, delivered on consecutive days. The sessions will teach you how to re-think your recruitment so you can recruit for more diversity and hire the best available talent in the market.

Using approaches taught in this session, many organisations have moved from recruiting less than 20 % women to recruiting 50 % women and are working now to implement similar processes to recruit for race and ethnicity.


Session 1 — How to attract a talent pool with greater diversity?

Many organisations find it hard to attract more diverse applicants. Typically, they would say, ‘I just don’t get the applications of diverse candidates. They are just not interested in these types of roles and in this type of industry’.


Session 2 — How to ensure ALL candidates have a fair chance of being selected, and secure the best candidate for the role?

Once you are attracting a wider range of candidates, they need to be offered the role by the hiring manager and accept your offer. Recruitment firms find that when they offer a balanced male/female shortlist, in 80 % of cases clients still choose a male candidate.


Organisations who trained with us

KPMG BNY MellonSAYATVACitiBT GroupGilbert + Tobin LawyersInternational Data GroupOxfam InternationalL'OréalUSAIDAlexion Special Olympics InternationalSAPUCB (Union Chimique Belge)BRP (Bombardier Recreational Products)NRC (Norwegian Refugee Council)Cree Inc. (Wolfspeed)

What our community says

“I indeed had my expectations really high, but it was way better than what I expected. […] I ended up after 3 h with almost 5 full pages of a notebook filled with quotes from the panelists. Connected with more than 100 people, meetings, booth fairs…”
Patricia Souza, D&I expert from Luxembourg

“Thoroughly enjoyed the conversation and all the questions — encouraged by the momentum from fellow panelists and the audience!”
Rebecca Hershey, Human Rights Campaign

“Great panel! Even as the moderator, I can’t wait to go back and listen to the recording to fully capture all the wisdom and practical insights shared by our panelists”
Bernardo Ferdman, Ferdman Consulting

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