Companies are always looking for ways to provide equal opportunities and to find the best talent. However, many companies are still falling short when it comes to diversity and inclusion. This is particularly true in the early stages of the recruitment process, where equal opportunity often isn’t given to all candidates. There are several ways businesses can adopt a more diverse and inclusive recruitment process. Following our steps will help ensure that all companies adopt a diverse and inclusive recruitment process!
Steps Towards Diverse and Inclusive Recruitment
- Use inclusive language in job descriptions. For example, it’s essential to remove any requirements that are not necessary for the job, such as requiring a university degree. This might alienate prospective talented candidates for your position.
- Advertise equal-access opportunities. Many people think that a diverse workforce only refers to different races, ethnicities, or genders represented in a company. However, there are many other ways to be diverse. You can also advertise roles for people with disabilities, LGBTQ+ individuals, and those from different socio-economic backgrounds.
- During interviews with all candidates, make sure to keep an open mind. If you are not used to interacting with people who have disabilities, research their needs so that you can learn how they may need additional support during the interview process.
- Be understanding if a candidate has difficulty answering questions or takes longer than usual. This is common for someone with autism or other disabilities. Remember that this is not a reflection of their abilities.
- Where possible, recruit candidates from equal-opportunity programs at universities or colleges. This may give you an equal representation of people from all backgrounds and be beneficial for your company as well!
- Interview as many potential candidates as possible. This is an excellent way to ensure that your company doesn’t miss out on talent by only considering a select few candidates. You never know who you might find!
- Review your policies and procedures to ensure that they are disability-friendly. This includes making sure that the office is accessible, providing reasonable accommodations for employees with disabilities, and ensuring that all communication (including online content) is accessible to everyone.
- Offer flexible hours and remote working opportunities. Individuals with disabilities such as chronic fatigue may benefit from flexible hours or remote working, as reduced commuting time makes it easier to get the rest they need.
- While it’s essential to make an effort while interviewing, try not to focus solely on a candidate’s clothing. Try to assess their potential as an employee, their skills, or overall level of professionalism. Not all individuals can afford smart clothing or the latest styles, so it’s important not to judge based on first impressions.
Also Worth Considering
To increase diversity during the recruitment process, it may also be worth looking at your staff retention rates. If many of your staff are leaving, it may be because they feel their voice isn’t being heard or that there is no equal opportunity for them to advance in the company. This way, you can assess if diversity and inclusion needs work within your company before hiring new employees.
Take note of these tips so that your company can implement a diverse and inclusive recruitment process. Remember always to keep an open mind, be patient with interviewees, and offer flexible hours or remote working opportunities where possible. For more advice on adopting a diverse and inclusive recruitment process, check out the Aspiring to Include guidance for employers and visit our inclusive jobs board for live opportunities in your area.