With DE&I on the agenda for both employers and employees, companies around the world are focusing on developing their diverse recruiting strategies, therefore, good practice of hiring candidates under a process that is bias free is paramount.
Diverse recruitment should be aimed on finding the best possible candidate, regardless of a person’s background, and with equal opportunity given. Having diverse teams can contribute to newer and more varied ideas, resulting in companies being more innovative, creative and, overall, achieving better results.
It's also important to note that diversity in the workplace is not solely focused on business results and performance, but equally on building teams from qualified candidates, irrespective of their age, gender, background, race, religion or sexual orientation - this is long overdue and a step towards true equality in the workplace.
Diverse recruitment has many tangible benefits for performance and productivity, such as a broader range of skillsets, increased language and cultural awareness, and a more varied candidate pool.
“Research from McKinsey & Company shows that the most diverse companies are also some of the most profitable: those in the top quartile for gender diversity on their executive teams were 21% more likely to experience above-average profitability than companies in the fourth quartile. As far as cultural diversity goes, companies in the top quartile were 33% more likely to have higher profitability than their less diverse counterparts.”
When recruiting with a diverse strategy, it’s crucial to measure the metrics of your hiring process. Understanding what your company is aiming to achieve in its recruitment and appealing to a diverse demographic is an effective way to encourage a wide range of applications.
So, how can you encourage such applications?
Tips on diverse recruitment
- Audit your previous vacancies and make the necessary changes that will appear to a wider, more diverse audience - make sure the language used isn’t masculine, feminine or aimed towards a certain qualification level, seek to be more inclusive in the wording so as the vacancy can appeal to candidates with different backgrounds
- Source candidates from different platforms - LinkedIn is one of the best tools to use for sourcing, but do not rely on the same channel to find your diverse candidates, as simply using the same platform, time and time again, can result in a similar talent pool and potentially lack in diversity
- Ensure there are equal opportunities at screening - are the applications you receive anonymous? Are your pre-screening methods blind? Does your ATS system have the technology to flag or filter specific skills and experience? All the above will help you to remain free from bias throughout the recruitment selection process
- Boost your employer branding - displaying your employer brand that naturally values its people and opinions from all backgrounds can be appealing to diverse candidates
- Review your policies – company policies that appeal to a wide range of people demonstrate that diversity is valued and embraced as part of the company culture
Diversity recruitment is based on talent and merit, encompassed with ensuring measures are in place to reduce bias when selecting the right candidate. To ensure you have a strong diverse recruitment strategy, do take the above into consideration.
We have noted a significant increase in payroll vacancies, particularly within the manufacturing and company software development industry over the past three months. These larger, multi-national companies have found such roles more difficult to recruit for, thus turning to external support.
If you require recruitment support for your difficult HR roles, contact our international Senior Recruiter, Melissa Adey on firstname.lastname@example.org or +31 20 241 7373, who can discuss with you the services she has provided to previous clients and how she can support you with your recruitment needs.