We are a small law firm committed to inclusion but have trouble recruiting highly skilled people from minority groups. How can we compete with the recruitment initiatives of the big firms?
We are a small law firm committed to inclusion but have trouble recruiting highly skilled people from minority groups. How can we compete with the recruitment initiatives of the big firms?
– HR manager in law, Melbourne
For many small companies throughout Australia, including law firms, recruiting and retaining people from diverse backgrounds is just as important as it is for larger companies, though it can be a much bigger challenge.
With a limited budget for recruitment efforts, small companies must be strategic in their outreach efforts.
Small companies are less likely to participate in career days or job-fairs –such events being cost-prohibitive both in terms of financial investment and time away from the office. Additionally, small companies often do not hire at entry level because of the time, cost, and manpower involved in training new graduates.
Despite competition from larger companies, however, smaller companies should not rule out the very achievable goal of establishing a diverse workplace culture and managing it successfully.
While many smaller companies will not have formal diversity initiatives in place, many have found ways to reach out to and retain people from diverse backgrounds. They includes bonuses and impressive work/life balance cultures that in many ways rival, if not exceed, those in larger companies. Smaller companies are often in a position to provide more flexible, personal and individualised work packages to employees.
Also, keep in mind that the first step is often the most difficult. Once you have successfully recruited a member of a minority group, subsequent members of that group will more easily become confident that they too could be successful within your firm.
Finally, remember that any investment in recruitment strategies must not neglect corresponding investment retention strategies. Something other small firms have found particularly useful is both structured and unstructured mentoring programs.
By Jock Noble, CEO of Diversity@work Australia. www.diversityatwork.com.au.
