5 Proven Practices for More Inclusive Recruitment
As recruiters, we often talk about diversity and building inclusive teams. A diverse team brings a unique set of options and perspectives to any best recruitment agency in India. In fact, companies with diverse workforces typically outperform their competitors and report having happier employees.
Inclusive recruitment is the process of connecting with, interviewing, and hiring a diverse set of individuals through understanding and valuing different backgrounds and opinions. Inclusive recruiting should be intersectional and consider more than just gender or race.
By nows, most employers are in tune with the importance of diverse and inclusive workplaces. So to see this you need to keep in mind that there is evidence that teams with a broader range of experiences and perspectives perform better, and also diverse businesses are most likely to understand the needs of a wider range of customers and clients.
Proven inclusive recruitment best practices
Sometimes, creating a diverse team can be a challenge. If your recruiters aren’t paying close attention, they may naturally gravitate towards a candidate that they connect with on a personal level or those that look like the employees already in the office.
Creating inclusive recruitment practices can prevent your recruiters from functioning in auto-pilot and make them put more effort into building a diverse workforce. To improve your recruitment processes to be more inclusive, here are a few best practices you should consider.
- Educate your team
The first step in creating a more inclusive recruitment program is to educate your team on what these biases might look like.
A lot of the bias we talk about as recruiters might come down to things like gender, race, or religion. While it’s important to be aware of these kinds of bias, there are many other different forms of bias that may prevent a hiring team from connecting with the right candidates.
- Widen your candidate search
If you find that your candidate pool is comprised of individuals with similar education, backgrounds, educations, and experience levels, your search may be too narrow. After all, similar people tend to use the same channels to apply to jobs.
While it’s good to know how to connect with individuals you want to apply to your open positions, sometimes you can restrict your candidate pool too much. In order to open it back up and get some more diverse applicants, get creative about where you advertise your openings.
Another way to expand your candidate search is to post on different job boards or to use social media to try and attract talent. By switching up the way you’ve always done things, you can connect with applicants who may have overlooked your open job position in the past.
- Choose the right supportive tools
It can be incredibly difficult for humans to completely eliminate bias, particularly if it is subconscious. This is where having the right supportive tools, including AI recruitment tools, can come into play.
An AI recruitment tool can look at your candidates objectively to help determine which individual is right for your open position. However, AI is not automatically free from bias. In fact, one major e-commerce company had to scrape their AI recruitment tool because it was showing bias towards women.
A whopping 45% of employers believe the recruitment tools they’re using are ineffective at helping diverse candidates find their company. It’s crucial for your organization that you choose a tool that provides you with the processes and systems you need to create an inclusive recruitment process.
- Create an inclusive environment
An inclusive hiring process is just the first step. If you only focus on building an inclusive hiring process but ignore your company culture, employees who don’t fit a homogenous mold will be unhappy when they get into their new positions. To encourage them to stick around and to truly enjoy their time at your company––you need to create an inclusive work environment.
An inclusive workplace culture gives each employee a unique voice and encourages them to be themselves. Their individual needs are not only met, but they’re encouraged to take time for personal responsibilities that they believe are important.
You can’t force an inclusive environment. However, talking with your employees to discover ways you can make your office more open to diversity can go a long way. Holding training, seminars, and events that help educate employees on the importance of diversity can also create a more inclusive environment.
Diversity shouldn’t be treated as just another box you check. When you have a team of employees with different levels of experiences, backgrounds, and education, you can bring a mix of different thoughts, opinions, and ideas to the table. With a more creative thinking pool, you can stick out from your competition and create better products or services.
However, a diverse team doesn’t happen overnight. You need to put the right processes and systems in place to create an inclusive recruitment team.