In the dynamic landscape of today’s workforce, the term “hidden workers” has taken center stage. These are individuals with unique skills, talents, and perspectives who, for various reasons, remain unnoticed or underrepresented in traditional hiring processes. As businesses strive for diversity and inclusion, unlocking the potential of hidden workers can be a game changer. Hidden workers can help businesses to actively seek and embrace diversity in their teams.
Understanding Hidden Workers
Matt Baron, a Senior Editor of Compounding, estimates in the U.S. alone there is 27 million-plus hidden workers. He defines hidden workers in his recent global study Hidden Workers: Untapped Talent, is “a diverse population of aspiring workers who are screened out of consideration by the very processes those companies use to find talent.” These individuals possess valuable skills and experiences that can contribute to a company’s success, yet they often go unnoticed due to systemic biases in the recruitment processes.
Why Diversity Matters
Diverse teams brings a wealth of perspectives and ideas, fostering innovation and creativity. In addition, a diverse workforce reflects a company’s commitment to Corporate Social Responsibility, enhancing its reputation and attractiveness to a broader customer base.
Barrier & Opportunities to this Diverse Group
Some key barriers that hidden workers may encounter:
- A widening training gap: This gap refers to the disparity in training and skill development opportunities for these individuals.
- Automated recruiting system: Automated recruiting systems, while efficient in handling large volumes of applications, can inadvertently become barriers for hidden workers, contributing to the perpetuation of bias and exclusion.
- Failure to recognize and elevate the business case: Many companies look at hidden workers as “an act of charity” rather than a source of competitive advantage.
Opportunities companies can implement to include hidden workers in the application process include:
- Refreshing the job descriptions: Examine them and rework them from scratch and make sure to emphasize the “must-have” skills instead of the “nice to have” skills.
- Shift screening systems from “negative” to “affirmative” filters: Instead of looking at the gap in an employee’s work history, focus on the specific skills and experiences they have to offer to the role.
- Develop a customized approach for hidden workers: Instead of looking at the Corporate Social responsibility side of things for onboarding hidden workers, recognize the ROI it can offer.
- Have different target segments of hidden workers: By identifying specific target segments, organizations can tailor their outreach to those with expertise.
In all, embracing hidden workers is not just a moral imperative but a strategic move that can elevate your business to new heights. By actively seeking out and welcoming diverse talent, companies can build stronger, more innovative teams that are better equipped to navigate the challenges of the modern business world. As the workforce continues to evolve, businesses that prioritize diversity and inclusion will emerge as leaders in their industries, setting a standard for a more equitable and successful future.