Inclusive hiring

Recruiters often talk about inclusive hiring and building diverse teams, which bring a unique set of opinions and perspectives to your company. 

In fact, companies with a diverse workforce often outperform their competitors and report happier employees.

However, only about half of employers have programs to attract and conduct inclusive hiring. 

Table of Contents

In contrast, the same number does not monitor the diversity of employees.

Unfortunately, bias, even if subconscious, can prevent diversity from occurring naturally in some organizations. 

To create inclusive hiring, it's important that your recruiters have programs in place that help encourage more diverse hires.

Practicing inclusive hiring can help your team grow efficiently, have happier employees, build strong teams, and help your organization outperform your competitors. 

Here are some things you can do to have inclusive hiring processes.

What is inclusive recruitment?

Inclusive recruiting is the process of connecting, interviewing and hiring a diverse group of people through understanding and valuing different backgrounds and opinions, inclusive recruiting must consider more than just gender or race.

An inclusive hiring environment values different experiences, opinions and values and believes that they can work together to achieve a common goal. 

By creating a diverse workforce, your team is forced to think outside of their comfort zone and come up with new thoughts or ideas.

Improve your hiring practices and be more inclusive

Sometimes building a diverse team can be a challenge, if recruiters aren't paying close enough attention they may naturally gravitate towards candidates they connect with on a personal level or those who resemble employees already in the office .

Creating practices for inclusive hiring can keep your recruiters from operating on autopilot and focus more on building a diverse team. 

To improve your hiring processes and make them more inclusive, you can follow some of these practices:

1. Educate your team:

Did you know that there are at least 13 common hiring biases? The first step in creating a more inclusive recruiting program is to educate your team on what these biases might look like.

While it's important to be aware of biases like race, gender, and gender, there are many other different ways that can prevent a hiring team from connecting with the right candidates.

For example, a recruiter may experience confirmation bias if they rush to judgment before meeting a candidate. 

To confirm that your original assumptions are correct, you'll look for responses or behaviors that reinforce your initial opinion, even if it means overlooking some great skills or traits that would make this the one to play. ideal candidate.

To reduce this type of bias, as well as any others that may enter your hiring process, you need to provide the proper education and training for your teams. 

Diversity and education training should be an ongoing process, not something that is completed once to tick a box. 

Create a recurring educational program that helps your teams identify and eliminate unconscious bias.

2. Broaden your search for candidates:

If you find that your candidate pool is made up of people who are similar in education, background, and experience levels, your search may be too narrow. 

After all, similar people tend to use the same channels to apply for jobs.

While it's good to know how to reach people who want to apply for your open positions, sometimes the pools of candidates can be too narrow. 

To get more diverse applicants, get creative about where to advertise your openings.

You can broaden your search for candidates by searching different schools, connect with college students from different areas, or those who come from different backgrounds and educational levels.

Another way to expand your search for candidates is to post to different job boards or use social media to try and attract talent. 

By changing the way you've always done things, you can connect with applicants who may have overlooked your opening in the past.

3. Choose the right support tools:

It can be incredibly difficult for humans to completely eliminate bias, especially if it's subconscious. This is where having a proper support tool can come into play.

An AI recruiting tool can look at your candidates objectively to help determine which person is a good fit for your open position. 

However, AI is not free from bias, in fact a major e-commerce company had to scrap its AI recruiting tool because it showed a bias towards women.

45% from employers you believe that the recruiting tools they use are ineffective in helping diverse candidates find your company. 

One way to ensure your AI recruiting tool encourages diversity in the workplace is to purchase one that, with customization options, further encourages inclusion and diversity. The tool should also be reviewed regularly to avoid bias.

4. Build a diverse talent pool:

When you're hiring for an open position, you likely have a set of qualities that you want to see in every candidate. 

While having some guidelines can be helpful, if you follow them too strictly, you may be hurting your chances of finding a great candidate.

Building a diverse team allows you to see different perspectives, as well as recognize that experience may come from outside of the workplace. 

Diversity of qualities can also add something new and exciting to your team, encouraging everyone in the department to think differently.

When looking for talent, look at who you're connecting with and what kinds of people are missing. 

If you see a particular group not applying for your openings, develop a strategy to connect with them, find out where they are looking for work, what kinds of jobs might interest them, and what you can provide them that will encourage them to apply.

Keeping a database of diverse talent on file can also make hiring easier. 

If someone isn't right for a particular job, but still fits your company's needs and culture, you can keep their information handy for a future job opening.

5. Involve diverse people in the hiring process:

To create a diverse workplace, it must be run by diverse people. 

When you have several different people following the hiring process, you can get feedback, perspectives, and opinions from people with different needs and expectations.

The hiring process should be collaborative, including those that go beyond your recruiting and hiring team. 

Reaching out to other departments, team members, and company leaders can remove bias by taking different perspectives into account.

However, a diverse group of people should be involved in every step of the process, not just when you're ready to extend an offer. 

You should at least have a second set of eyes on resumes and interview participants to get another opinion on each candidate.

A diverse work team can also foster greater diversity. When candidates go through the interview process and interact with many different types of people, it can be encouraging for them to come work for your organization.

Look for ways to bring diverse team members into your hiring process. 

Solicit opinions and feedback from many different people and use their unique experiences to create an inclusive environment for new people. 

Continually connect with team members to further improve your processes and bring new people into the hiring process.

In conclusion…

Diversity should not be treated as just another box, 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. 

With a more creative set of thoughts, you can stand out from your competition and create better products or services.

However, a diverse team does not emerge overnight. You must put the right processes and systems in place to create an inclusive recruiting team.

These five practices to improve inclusion and diversity should be the starting point for your inclusive recruitment process. 

While they are a great place to start, you'll want to hear what your applicants and candidates are telling you.

Pay close attention to who is applying for your openings, don't be afraid to mix things up and try something new. 

As you continue to refine the process to accommodate the needs of different groups and individuals, you may begin to see more diverse applicants and begin to hire a more inclusive group of team members.