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Truly inclusive hiring starts long before candidates come through the
door, and companies should not expect a diverse talent pool to come to
them. You cannot expect someone to have a seat at the table if they do
not know where that table is.
Rather, it is critical that companies are
proactively reaching out to underrepresented
groups to educate and familiarize them with
the industry and the opportunities it has to
offer—and everyone, both companies and
individuals, has a unique part to play. rough
these efforts, we can create an industry that
better mirrors the people it serves.
SPREADING AWARENESS
For the mortgage industry, as for any
industry, awareness is a key part of the recruiting
process. You cannot expect someone to want
to work in mortgage or housing if they do not
understand it or the opportunities it holds.
For the mortgage and housing industry,
unless they have bought or sold a home, most
will not have any experience with the industry.
is is especially true for younger professionals
who are less likely to own a home. Companies
cannot assume that the potential employees
they're hoping to reach are familiar with the
mortgage industry; therefore, they must be
prepared to spread awareness instead.
Lenders, insurers, tech providers, servicers,
and anyone else in the industry must first
proactively engage with potential candidates
about what the mortgage industry is before
informing them of the opportunities available
at their respective companies.
Even those with some awareness may
Feature By: Paul Miceli, Ph. D
MEETING
CANDIDATES
WHERE THEY ARE
Through partnerships, education, and proactive outreach, anyone can make a difference—both for
their company as well as the broader mortgage industry.
