The Washington, D.C., area is one of the most diverse areas in the country, with people from all walks of life and all backgrounds.
But the region has long struggled with what it considers a lack of diversity in its job market, with many employers hiring people from outside their own demographic.
The new guidelines, announced by the Labor Department on Wednesday, aim to address the problem, but they won’t come cheap.
To get the most bang for your buck, employers should consider hiring people who are more diverse than they used to be, said Jessica Hovde, a spokeswoman for the National Association of Retired Persons.
Employers are required to hire people from the following demographic groups: men, women, and people who identify as Hispanic, black, Asian, or Native American.
And employers should also consider candidates who have completed high school and are a full-time employee of the same company, she said.
To learn more about how to get the job done, check out these tips.
But what’s more important to employers is the diversity of the resumes they send to prospective applicants, said Jennifer Baughman, the director of the employment services program at the Center for Diversity in Employment and Education.
That diversity is especially important in the tech industry, where people often have to spend months or years in the job market and have to figure out what their best fit is.
“The best way to get a diverse resume is to hire someone who is going to be there for a long time,” she said, adding that the rules are aimed at encouraging employers to do that.
Employer guidelines for hiring people to fill jobs also have to address how the company wants to use its resume.
For example, companies should consider using a photo for their resume, rather than a photo of someone who has already been in the company.
For companies with an open job posting, companies that want to advertise on LinkedIn, the social network, should make sure that they send candidates to those job openings.
The agency’s recommendations also call for businesses to have more diverse online profiles, such as posting photos of people they know.
And to make sure their resumes are engaging, companies are required, under the new rules, to provide a “likes” section, which could include a link to the job posting or a photo on LinkedIn.
“If you’re hiring for a specific job, it’s very important to get your resume that way,” Baughmon said.
And if you’re looking to hire an entire team, hiring managers should have a “team profile,” which is a photo or a profile that includes a team of people, she added.
It’s not uncommon for businesses looking to recruit candidates for their own job openings to include their company logo in the profile of a candidate.
“It’s very common for employers to put their logo on the profile and to provide information about the company that would be a positive, engaging experience for people who view the job application,” Boulton said.
But some people have criticized the new guidelines as overly restrictive.
For one, the rules don’t require employers to create a LinkedIn page or even send a resume.
And they also don’t explicitly say they require companies to hire more women or people of color, said Kate Martin, the deputy director of employment and workforce development at the National Center for Women & Gender Studies.
Instead, they are trying to ensure that candidates have the “best and most up-to-date information,” Martin said.
For those of us who want to have a positive experience for our company, we need to have as many diverse candidates as possible.
“In my experience, the only way that you get to that point is to go out and hire,” she added, adding she’s not a fan of the new requirements.
And, of course, the guidelines are not binding, meaning the rules will have to be adjusted for any new companies or jobs that open.
For employers looking to create more diverse resumes, hiring experts said that, while it’s possible to have different resumes for different companies, it is best to stick to the ones that you already have in place.
“You need to be consistent in your overall strategy for hiring, and that is the job,” said Rebecca Sturgill, a recruiter with McKinsey.
“I think the new criteria will help employers have a better sense of what to do.”