🧲 Want to Attract Top Talent? Get Inclusive, or Get Left Behind.

Let’s be honest: if your talent attraction strategy starts and ends with a job posting on LinkedIn, you’re not attracting—you're just announcing.

In today’s hyper-competitive market, the best candidates aren’t just looking for a job—they’re looking for the right place to work. A place where they feel seen, respected, and included. So, if your process isn't built with inclusion in mind, you're not only missing out but actively repelling talent.

It’s time to stop being a gatekeeper and start being a magnet.

⚠️ The Problem: Your Pipeline Isn’t Broken—It’s Biased

Hiring managers love to say, “We’d love to hire more diverse candidates, but they just don’t apply.” Let me translate that: “Our system is unintentionally (or intentionally) excluding people.”

From how job ads are worded, where they’re posted, and how “fit” is defined, bias is baked into every stage of the attraction process. And most of it flies under the radar.

• Job descriptions filled with gendered or coded language? Biased.

• Requirements that prioritize pedigree over potential? Biased.

• A careers page featuring only white, able-bodied, straight people? Yep, biased.

This isn’t just an HR issue. It’s a brand issue. Because when people see exclusion, they remember.

📣 The Case for Inclusive Attraction

Inclusive attraction isn’t just the right thing to do—it’s a strategic advantage. Here’s why:

• Diverse teams perform better. Study after study (McKinsey, BCG, Deloitte… pick your favorite) confirms it: organizations with diverse workforces outperform their peers by some very big numbers.

• You’ll widen your talent pool. When you make people feel like they belong before applying, guess what? They apply.

• It strengthens your employer brand. An inclusive brand signals safety, respect, and progress—and that attracts talent like a magnet.

🛠️ How to Build an Inclusive Talent Attraction Process

This isn’t about throwing a Pride flag on your careers page once a year. It’s about systematically removing exclusion from your hiring process. Here’s where to start:

1. Audit Your Job Postings

Are your job ads riddled with jargon, aggressive language, or unnecessary requirements? Use inclusive language tools to check for bias. Pro tip: “rockstar,” “guru,” and “ninja” should never be in a job ad (unless you’re hiring a literal ninja).

2. Broaden Your Channels

If you always fish in the same pond, you’ll catch the same fish. Partner with community organizations, post on diversity-focused job boards, and tap into networks you haven’t reached before.

3. Show (Don’t Just Tell) Inclusion

Representation matters. Use real employee photos. Share authentic stories of inclusion. Showcase your IDEA (Inclusion, Diversity, Equity, and Accessibility) commitments—and how they’re put into practice.

4. Train Your Recruiters and Hiring Managers

Bias thrives in the absence of awareness. Equip your team to recognize and interrupt bias in résumé screening, interviews, and decision-making.

5. Prioritize Accessibility

Your application process should be accessible to everyone. That means accessible web design, multiple formats for interviews, and accommodations by default, not by request.

6. Rethink “Culture Fit”

“Fit” is often code for, “they remind me of me.” Instead, focus on culture add—who brings new perspectives, skills, and lived experiences to expand your team’s capacity?

💥 The Impact: More Than Just Diversity Stats

When people feel like they can show up fully as themselves, from the moment they land on your careers page, they’re more likely to apply, stay, and thrive.

Inclusive talent attraction isn’t just about being PC—it’s about belonging. It’s about making sure that the best people can find you, choose you, and succeed with you.

So the next time you wonder why your hiring pool looks more like a puddle, ask yourself: Are we opening the door wide enough? Or are we decorating a gate and calling it inclusion?

Learn more about Michael’s speaking topic, Becoming an Attraction Magnet: How to improve your Talent Attraction process to attract a more diverse talent pool.