Entelo Diversity, a search algorithm created by Entelo, allows companies to scrape the Web to recruit more diverse job candidates. A company that needs to hire more women, for example, could use Entelo Diversity to find female candidates. The tool can also search for candidates based on race and military service. Entelo’s current customers, which include Yelp and Facebook, may pay as much as $10,000 per year for the tool.

If you’re a female, a veteran or a member of a minority race, tools like Entelo Diversity won’t get you hired, but they could help you get your name into the applicant pool. To make sure that you fall into the diversity net, find subtle ways to flaunt your characteristics on social media.

Isn’t Mentioning Your Gender or Ethnicity Considered Bad Taste?

Many affirmative action opponents claim that hiring for diversity gives minorities an unfair advantage. They imply that minority applicants often take good jobs away from candidates that have better qualifications. Some companies might feel uncomfortable emphasizing diversity because they pride themselves on hiring based solely on merit. However, Entelo CEO Jon Bischke says that his company’s tool creates more diverse applicant pools; it doesn’t make final hiring decisions.

Getting more diverse candidates into the mix provides better applicants from which to choose. In a blog post for the Harvard Business Review, management and human capital consultant Jevan Soo points out the advantages of multi-cultural hiring processes:

  • Reaching new customers. Many of today’s global companies want to expand into emerging markets both inside and outside of the U.S. Companies that employ a diverse workforce gain insights into these markets that other companies won’t have.
  • Creating partnerships. Better cultural insights help not only with reaching new customers but also with negotiating business deals with other global companies.
  • Recruiting better employees. Companies that expand their outreach to candidates from other countries have access to more skilled workers.

Why Is Diversity a Problem?

For whatever reason, not enough resumes from female and minority candidates get in front of recruiters’ eyeballs. The problem could go back to higher education institutions that don’t recruit females or minorities into certain fields. For example, in 1985, women received 37 percent of computer science degrees. By 2010, the number plummeted to 18 percent, and surveys of incoming female freshman say that just 0.4 percent of young women want to major in computer science. If universities aren’t producing enough female and minority degree candidates, companies have a far less diverse pool from which to choose.

Company culture could be another issue standing in the way of a diverse workforce. Industrial-organizational psychologists often work to help companies create a diverse and highly qualified workforce (visit this page to learn more about using I/O psychology in your job search). They identify issues that could be keeping companies from bringing in multi-cultural candidates, such as narrowly focused recruiting practices or branding problems. By defeating a culture that doesn’t value diversity, companies could increase their global market share and bring in more revenue for shareholders.

Why You Should2How to (Subtly) Flaunt Your Diversity on Social Media

If you’re a woman, a veteran or a minority candidate looking for a job, you already know that employers look at your social media accounts. Make it easy for programs like Entelo Diversity to find you by following these tips:

  • Include an image. Invest in a sharp, professional image to go with your social media profiles. Put your diversity front and center.
  • Join up. Join groups, like pages or retweet content from diverse groups. For example, you could “like” Facebook pages from minority-focused organizations that share your values, or you could join veterans groups on LinkedIn. List memberships in these types of groups on your profile pages.
  • Attend networking events and post about them. Attend an industry conference for women in your profession, and tweet or post about your experience.
  • Network with diverse professionals like you. On social media, engage with industry influencers who share your background. You could learn a lot about how they’ve succeeded in your industry, and the relationship could benefit both of you.

If you benefit from Entelo Diversity now, there’s a chance that the next generation won’t need to use it. Therefore, don’t hesitate to promote your diversity credentials on social media.