Diversity is the key to a fair working environment and increased creativity and innovation. Creating a diverse team through inclusive recruitment, where employees are selected no matter their sexual orientation, race, age or disability, is something that all companies should strive for.
If you are an employer, you want to cultivate a mindset of equality and positivity. This will allow you to follow an inclusive recruitment plan and to reach all of the best candidates without subconsciously rejecting or repelling quality candidates.
Did you know that women are less likely to apply for a job unless they meet all of the requirements than men, perhaps because they don’t want to waste the employers’ time — even when they could be a perfect fit! Employers that approach the hiring process with the wrong attitude could be missing out on fantastic candidates.
We’ll take you through some steps to ensure your recruitment process enables you to hire diverse candidates.
1. Make your ads accessible
The first step to ensuring diversity and inclusion in recruitment comes when you are designing your job ad. Sometimes job adverts can be unconsciously aimed at a particular age or gender. The Gender Action Portal recognised that adverts that mention desired traits like “dominant” are more likely to appeal to men, whereas traits like “understanding” are more likely to appeal to women.
If you reword your job ads to avoid language stereotypically associated with one gender, you are more likely to receive applications from men, woman, and non-binary people.
To recruit diverse candidates, you need to make sure that they can be easily seen and read by those with disabilities such as blindness. People who are visually impaired can use a screen reader to read the job description. For these people, it helps to add “alt text” to your images, and to write in short, clear sentences and paragraphs so the screen reader goes at a certain pace that is easy to understand and process.
You can even explicitly specify that you are looking for diverse candidates in your ad, to give those of different backgrounds no doubt that you want to see their application.
2. Use a blind interview process
A blind selection strategy allows employers to select the best candidates during the first stage without knowing their sexual orientation, beliefs, ethnicity or disability. You can do this by covering the details on resumes such as name. This reduces bias and enables candidates to apply regardless of these factors and employers can select the best candidates for the job.
Blind interviews are most effective in the earlier stages of interviews as it becomes harder to create a blind interview environment as candidates often need to have phone conversations or video calls to gauge their personality.
3. Shortlist diverse candidates
You can’t hire for diversity if you don’t select diverse candidates. Give a range of people a chance at impressing you in the second stage of your hiring process by selecting them for your second stage interview.
At the end of the day, you will be choosing the best person for the job regardless of their background, however, choosing a variety of qualified candidates for the second stage ensures you give everyone a fair chance.