12 Factors For Utilizing Hiring Platforms To Retain Underserved Talent

Forbes

2 days ago

For HR professionals, recruiting and retaining talent from traditionally underserved communities can be both challenging and impactful. The right hiring platform can make all the difference, offering not just access to talent but also the support, trust and inclusion necessary for long-term engagement.
Many elements determine whether these partnerships truly succeed, from cultural relevance and equity of processes to personalized development opportunities. To assist you in choosing the right hiring platform to retain underserved talent, 12 members of Forbes Human Resources Council share the top factors to consider.
1. Inclusion, Rather Than Placement Alone
When partnering with hiring platforms to support candidates from underserved communities, focus on inclusion, not just placement. Choose platforms that provide support, build confidence and create a sense of belonging from day one. It's about inclusion with intent, and retention starts when people feel seen, supported and set up to succeed. That's the standard we must hold ourselves—and our partners—to. - Bala Sathyanarayanan, Greif Inc.
2. Authentic Connections With Communities
HR recruiters should prioritize hiring platforms that can foster a deeper and more authentic connection with underserved communities. It would require an intentional and inclusive strategy, starting with using appropriate, accessible and bias-free language. By doing so, hiring platforms can engage a wider talent pool, build trust and significantly improve retention. - Ijeoma Onwordi, Tetracore Energy Group Ltd.
3. Industry-Specific Reach
Partner with specialized hiring platforms that focus on your industry. They have built-in communities and actual human connections with influencers in the industry, helping recruiters reach candidates. Also, make sure that the platform is mobile-friendly, inclusive and has a human-first customer support system to reduce barriers candidates may face. - Milos Eric, OysterLink
4. Cultural Relevance And Community Trust
One key factor is cultural relevance and community trust. Hiring platforms should have an authentic presence in underserved communities—using inclusive language, offering localized support and mentorship and partnering with trusted orgs. This builds credibility and helps candidates apply and stay engaged throughout the process. - Stephanie Manzelli, Employ Inc.
5. Accessibility And Equity
It's critical to choose a hiring platform that prioritizes accessibility and equity, especially for candidates from underserved communities. As someone who comes from one, I know barriers like limited internet, language differences or lack of access can block great talent. The right partner helps meet candidates where they are. - Nicole Cable, Blue Zones Health
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6. Emotional Intelligence Within The Technology
When partnering with any technology designed to retain talent from underserved communities, prioritize EQ in the technology. Meaning, don't just ask what it automates, ask how it personalizes. Look for systems that adapt to a candidate's tone, respond with empathy and engage with care. Retention begins when people feel seen, heard and understood, not filtered, rushed or reduced to a transaction. - Dr. Timothy J. Giardino, myWorkforceAgents.AI
7. Long-Term Support And Development Opportunities
One key factor HR recruiters should consider is whether the hiring platform provides long-term support and development opportunities for candidates from underserved communities. A platform that goes beyond placement to focus on retention and growth ensures candidates are not only hired but set up for success and longevity. - Eiman Alhammadi, ADNOC
8. Messaging That Aligns With Inclusive Values
Retention starts with resonance. The job description, language and brand positioning must reflect inclusive values, accessible requirements and real pathways for growth that resonate with candidates from underserved communities to enable meaningful traction and long-term engagement. - Britton Bloch, Navy Federal
9. Transparent, Skills-First Hiring Practices
Inclusive hiring starts with transparency and a skills-first approach. Implementing practices like blind resume reviews and structured interviews helps eliminate bias and ensures candidates are assessed fairly. When paired with clear job descriptions and a welcoming candidate experience, these steps don't just promote equity—they lead to stronger, higher-performing teams. - Sheena Minhas, ST Microelectronics
10. The Ability To Track Equity At Every Stage
Partner with platforms that track equity at every stage, not just clicks and hires. Ask how they surface drop-off patterns for underserved candidates and how insights translate into system fixes. Retention begins with redesign, not volume. The right partner helps you turn access into advancement, not attrition. - Apryl Evans, USA for UNHCR
11. Challenges To Organizational Retention Barriers
The right platform doesn't just find talent from underserved communities; it challenges whether your organization is structured to keep them. Partner with those who expose where opportunity stalls, where inclusion is performative and help you assess the systems that shape access to growth, visibility and advancement. If your platform isn't challenging your systems, it's replicating your gaps. - Katrina Jones
12. Culturally Responsive Candidate Support
HR recruiters should ensure the hiring platform offers culturally responsive support, like accessible communication channels, flexible options and inclusive engagement. This would allow candidates from underserved communities to feel valued and stay involved throughout the hiring process. - Sherri Reese, Salisbury University