2. Explore new recruitment channels
Posted: Thu Jan 23, 2025 5:14 am
“The act of creating culturally diverse teams—especially in social media—has to be intentional,” Mason explains. “Not bringing your own biases to the table during the hiring process can be challenging, but if If we want to create stronger teams, we have to do that. People tend to hire people who are like themselves. We have to be willing to step out of our comfort zones and create opportunities and take advantage of the best people (who may not be white).”
McMillian recommends that companies proactively train their key france b2b leads hiring decision-makers. “Brands should implement mandatory unconscious bias training to ensure hiring managers aren’t just hiring people they can relate to personally,” she said.
Screenshot of Laurise McMillian’s LinkedIn post, which reads: Working in social media comes with a lot of social responsibility.
According to recent LinkedIn research, Latino members are more likely to exchange invitations to connect with other Latino members. While the research is still new, it suggests that networking opportunities on social media are heavily influenced by race. Since three-quarters of the enterprise social industry is white, it’s likely that most people who see social media job openings are white as well. This completely excludes people of color from running.
As LinkedIn continues to grow as a candidate sourcing channel, hiring decision-makers should take a closer look at their networks. Are different identity combinations represented? Do they have trusted BIPOC industry peers they can contact to help recruit their next social media team member?
They should also look beyond past recruiting channels. Mason explains, “When hiring, it’s important to consider BIPOC candidates at all levels of your team. Leveraging your network of historically black colleges and universities, as well as reaching out to your network on LinkedIn and communicating your intentions (to hire diverse talent) will Helps." Other resources, such as the American Black Market Association, can also help.
3. Invest in the long-term career success of social marketers
Recruiting is just the beginning of increasing diversity. The next phase is investing in career longevity and professional development.
McMillian recommends that companies proactively train their key france b2b leads hiring decision-makers. “Brands should implement mandatory unconscious bias training to ensure hiring managers aren’t just hiring people they can relate to personally,” she said.
Screenshot of Laurise McMillian’s LinkedIn post, which reads: Working in social media comes with a lot of social responsibility.
According to recent LinkedIn research, Latino members are more likely to exchange invitations to connect with other Latino members. While the research is still new, it suggests that networking opportunities on social media are heavily influenced by race. Since three-quarters of the enterprise social industry is white, it’s likely that most people who see social media job openings are white as well. This completely excludes people of color from running.
As LinkedIn continues to grow as a candidate sourcing channel, hiring decision-makers should take a closer look at their networks. Are different identity combinations represented? Do they have trusted BIPOC industry peers they can contact to help recruit their next social media team member?
They should also look beyond past recruiting channels. Mason explains, “When hiring, it’s important to consider BIPOC candidates at all levels of your team. Leveraging your network of historically black colleges and universities, as well as reaching out to your network on LinkedIn and communicating your intentions (to hire diverse talent) will Helps." Other resources, such as the American Black Market Association, can also help.
3. Invest in the long-term career success of social marketers
Recruiting is just the beginning of increasing diversity. The next phase is investing in career longevity and professional development.