Diverse Workforce Benefits

Diverse workforce represents individuals coming from different demographics such as culture, economic background, region, race, language etc. This kind of workforce must be established in order to gain a competitive edge which is possible only through proper resourcing strategy including current trends in recruitment and selection. Talent resourcing must be focused on attracting effective employees irrespective of their differences.

Benefits of resourcing diverse workforce:

1. A diverse work team represents individuals from different backgrounds such as age, religion, region, culture, language, economy etc. This provides company with variety of skills, experience and talent pool which contributes to the company performance and increased productivity (Ozgen, Nijkamp and Poot, 2015). Diversity in teams would lead to team members learning different skills from each other for the benefit of the organization.
2. When people from various background, management styles and experiences work together, it results into production of innovative and creative ideas through interactions, feedbacks and recommendations. When one employee might give creative idea, other may provide valuable experience for implementing the same. This way they can collaborate and improve organizational strength.
3. Diversity at workplace is the need of the hour for every organization. It helps in gaining a competitive edge over other organizations in this era of globalization. It provides an advantage in terms of productivity, performance and profitability.

Resourcing strategy is affected by many internal and external environmental factors of business. Here, four of them would be explained in detail. First important factor that affects the resourcing of talent is supply of skilled workers: When an organization is trying to source and select employees for the business, this factor plays an important role. The expected quality of candidates is not available in the market despite of increase in the amount of applicants. Many talented candidates try to secure their present jobs and do not switch easily due to low economic business environment. Second factor is Economic business environment: Recruitment of employees or job cuts are decided based on the economic climate of business. When the market is in depression, organizations tend to cut the jobs due to budget problems. Third factor considered is Cost to the company: The recruitment budget not just involves cost of recruiting and selecting but also training, inducting new employees. Constraints due to cost and budget result in developing talented employees through in-house training programs and promote to the positions. Fourth factor that affects the resourcing is Recruitment and Selection policies: The policy decides the criteria of sourcing the candidates (Paddison, 2012). The resourcing of talent depends completely on the forms of recruitment methods and selection techniques adopted by the organization. Further, the process of selection is mentioned in the policy which decides the time loop of resourcing the talent.