Building an Inclusive Hiring Pipeline
[Image source: Deposit photos]
Update Job Descriptions
If you haven’t assessed your job descriptions in a while, you might find you’re inadvertently turning away perfectly qualified candidates just because of the language being used. Separating out the must-have skills from the nice-to-haves can make all the difference in the applications you’ll receive for job postings, but it can also be beneficial to include an equity statement to encourage candidates from all backgrounds to apply, even if their experience isn’t a complete match. Another way to ensure you’re advertising in an inclusive way is to make sure you’re using gender-neutral language that’s relevant to all applicants.
Make Conversations Around Inclusivity Easier
Inclusivity shouldn’t be a taboo topic and by making these conversations easier throughout the hiring process, you allow applicants to feel comfortable being their authentic selves and accepted for who they are. Workplace adjustment passports, for example, help employers remove any barriers to working for their staff so that employees can be more productive, but they also help make conversations around health conditions, disabilities or personal circumstances more accessible.
Arrange Unconscious Bias Training
Unconscious biases are something we all face but knowing how to recognise them is essential for overcoming them. Not only does this play an important role in building an inclusive company culture but from a hiring perspective, it ensures that all applicants, including those from underrepresented groups, are considered fairly. Unconscious bias training should be available to everyone in the business, but especially to HR professionals, hiring managers and interviewers for fairer and more inclusive hiring processes.
Attract Top Talent With an Inclusive Company Culture
Attracting and holding onto employees is incredibly difficult if you don’t have an inclusive company culture – staff will quickly leave if they feel underrepresented or neglected. Be sure to speak to your staff directly to gather feedback on how you can improve the company culture and make your workplace a more inviting, welcoming and inclusive place to be.