<aside> 👋 Welcome to Niya’s Hiring Hub - this space hosts all of our information, resources and recommendations on how to successfully hire tech talent from our Diversity Recruitment Platform. Something missing? Let us know and we’ll add it in no time!
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Niya is on a mission to support the mobilisation of disadvantaged and underrepresented talent into global tech jobs. By joining us as a Niya Hirer, you’re helping to create a truly inclusive and diverse tech industry. Together we can provide equal access and opportunity to all people, regardless of socio-economic status, race, gender, sexuality and any other denomination. Thank you for joining us in our mission.
Here are a bunch of assets that may help you advocate and spread the word!
Contents
https://www.loom.com/share/be6d2fe3c0884062a0b164785ed0e17f?sharedAppSource=personal_library
If you’ve got any ideas for things you’d like to see on the platform please drop them into our feedback form
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When was Niya founded?
Where is Niya's talent based?
What are the skillsets of candidates on Niya’s platform?
What’s the benefit of hiring through Niya over another recruiting platform?
How do Niya source talent?
How can I hire remote talent with Niya?
What training do Niya offer to candidates?
What type of job vacancies do Niya help to fill?
How experienced are the individuals on Niya’s platform?
Do Niya help with visa sponsorship?
How much does it cost to hire through Niya?
Do you perform background checks and DBS checks on candidates, where required, or is this the responsibility of the end client?
<aside> ❔ Any more questions? Visit the chatbot on site at www.niya.ai
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<aside> ❕ We have always offered long-term community support to those who successfully find jobs with Niya - we’re now extending this support to our Niya Hirers.
We want you to feel confident in your organisation’s diversity, equality and inclusion practices so that, when you hire through Niya, you’re offering the right support to employees. We’re working closely with various Charities / HR Partners to provide advice and guidance on how to evaluate and adapt your company’s culture, employee onboarding and wider processes, empowering you to hire and retain diverse talent.
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Rather than looking to ‘cultural fit’ when hiring new employees, we always encourage our clients to look to ‘cultural add’. It’s explained perfectly in this article from our partners at Fair HQ.
So, when bringing onboard talent from diverse backgrounds it’s important to ask yourself:
→ Do all of our employees feel comfortable to bring their full authentic selves to work?
→ Is the work environment fit for purpose or do we need to adapt our culture to welcome this person?
→ How might our existing workforce need to be educated to maintain this in the long-term?
This is essential for employee retention.
You can start by using the CIPD’s inclusion health checker tool
If you’re building a diversity, equity and inclusion programme for the first time here’s an end-to-end guide from Glassdoor.
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Remote hiring accelerates social mobility by removing the geographical barriers that hinder disadvantaged individuals from landing jobs and crucially, from progressing in their careers. With Niya’s community spanning 35+ different countries, EOR providers are vital in enabling diversity hiring / impact at scale, here are 2 of our partners:
A global employment platform empowering companies to hire, pay, and take care of employees - wherever they are in the world. Oyster remove the barriers to cross-border hiring by managing all aspects of global employment — hiring, onboarding, compliant payroll, and localised benefits across 180+ countries.
Omnipresent makes it easy for you to hire remote talent and employees anywhere in the world, providing them with access to home comforts such as local healthcare and social contributions while working for a global team. Valid across 160+ countries and regions, for 12 months.
Building diverse and inclusive teams requires conscious thought at every step of the process → this guide offers some useful tools and tips.
Beyond that, individuals from different backgrounds might need a little extra support / information at the point of onboarding; here’s some recommendations:
Refugees / Migrants
Neurodivergent Candidates
Women / Non-binary
LGBTQ+ Candidates
Ethnic Minorities
Age Diversity
There’s also some general tips on how to be fair when interviewing and assessing new candidates.
Diversity is about more than just hitting quotas so when it comes to measuring DEI, finding the right metrics can be challenging, here are some top tips:
Use metrics that focus on your employee life cycle and employee experience - What and How to Measure DEI
Align ethnicity pay reporting and gender pay reporting