Recruiters often talk about inclusive hiring and building diverse teams, which brings a unique set of opinions and perspectives to your company. In fact, companies with a diverse workforce often outperform their competitors and report having happier employees.
However, only about half of employers have programs in place to attract and hire inclusively. Conversely, the same number do not monitor employee diversity.
Unfortunately, bias, even if subconscious, can prevent diversity from occurring naturally in some organizations.
To generate inclusive hiring, it’s important that your recruiters have established programs that help foster more diverse hires, and thanks to T3 Assessment we help you learn how.
Practicing inclusive hiring can help your team grow efficiently, have happier employees, build strong teams and help your organization outperform its competitors.
Here are some things you can do to have inclusive hiring processes.
What is inclusive recruitment?
Inclusive recruiting is the process of connecting with, interviewing and hiring a diverse group of people through understanding and valuing different backgrounds and opinions, inclusive recruiting should consider more than just gender or race.
An inclusive hiring environment values different experiences, opinions and values and bets that they can work together to achieve a common goal.
By creating a diverse workforce, your team is forced to think outside their comfort zone and bring new thoughts or ideas to the table.
Improve your hiring practices and be more inclusive
Sometimes building a diverse team can be a challenge-if recruiters aren’t paying enough attention, they may naturally gravitate toward candidates they connect with on a personal level or those who resemble employees already in the office.
Creating inclusive hiring practices can keep your recruiters from running on autopilot and have them 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 to 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 such as race, gender and sex, 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 he or she rushes to make a judgment before meeting a candidate.
To confirm that his original assumptions are correct, he will look for answers or behaviors that reinforce his initial opinion, even if that means overlooking some excellent skills or characteristics that would make this the ideal candidate.
To reduce this type of bias, as well as any others that may enter into your hiring process, you must provide appropriate education and training to your teams.
Diversity and education training should be an ongoing process, not something you complete once to check a box.
Create a recurring educational program that helps your teams identify and eliminate unconscious biases.
2. Broaden your candidate search:
If you find that your candidate pool is made up of people 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 you can limit your applicant pools too much.
To get more diverse applicants, be creative about where you advertise your job openings.
You can broaden your candidate search by looking at different schools, connect with students from universities in different areas, or those who come from different backgrounds and educational levels.
Another way to expand your candidate search is to post on different job boards or use social media to try to attract talent.
By changing the way you’ve always done things, you can connect with applicants who may have overlooked your vacancy in the past.
3. Choose the right support tools:
It can be incredibly difficult for humans to completely eliminate biases, especially if they are subconscious. This is where having the right support tool like T3 Assessment can come into play. An artificial intelligence recruiting tool can look at your candidates objectively to help determine which person is right for your open position.
However, AI is not without bias, in fact, a major e-commerce company had to scrap its AI recruiting tool because it showed a bias towards women.
Some 45% of employers believe that the recruiting tools they use are ineffective in helping diverse candidates find their company.
One way to ensure that your AI recruiting tool encourages diversity in the workplace is to purchase one that, of personalization 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 you’ll want to see in each candidate.
While having some guidelines can be helpful, if you follow them too strictly, you may be hurting your chances of finding an excellent candidate.
Creating a diverse team allows you to see different perspectives, as well as recognize that experience can come from outside the work area.
Diverse 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 are connecting with and what type of people are missing.
If you see that a particular group is not applying for your openings, develop a strategy to connect with them, find out where they are looking for work, what types of jobs they might be interested in, and what you can provide that will encourage them to apply.
Keeping a diverse talent database on file can also make hiring easier.
If someone isn’t the right fit for a particular job, but still fits your company’s needs and culture, you can keep their information on hand for an open position in the future.
Translated with DeepL.com (free version)
5. Involve diverse people in the hiring process:
To create a diverse workplace, it must be led 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 beyond your recruiting and hiring team.
Reaching out to other departments, team members and company leaders can eliminate bias by taking into account different perspectives.
However, a diverse group of people should be involved at 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 to work at your organization.
Look for ways to incorporate 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 enhance your processes and attract
Translated with DeepL.com (free version)
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 combination of different thoughts, opinions and ideas.
With a more creative group 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 implement the right processes and systems to create an inclusive recruiting team.
These five practices for improving inclusion and diversity should be the starting point for your inclusive recruiting process.
While they are a great place to start, you’ll want to listen to 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 start hiring a more inclusive group of team members.
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Recruiters often talk about inclusive hiring and building diverse teams, which brings a unique set of opinions and perspectives to your company. In fact, companies with a diverse workforce often outperform their competitors and report having happier employees.
However, only about half of employers have programs in place to attract and hire inclusively. Conversely, the same number do not monitor employee diversity.
Unfortunately, bias, even if subconscious, can prevent diversity from occurring naturally in some organizations.
To generate inclusive hiring, it’s important that your recruiters have established programs that help foster more diverse hires, and thanks to T3 Assessment we help you learn how.
Practicing inclusive hiring can help your team grow efficiently, have happier employees, build strong teams and help your organization outperform its competitors.
Here are some things you can do to have inclusive hiring processes.
What is inclusive recruitment?
Inclusive recruiting is the process of connecting with, interviewing and hiring a diverse group of people through understanding and valuing different backgrounds and opinions, inclusive recruiting should consider more than just gender or race.
An inclusive hiring environment values different experiences, opinions and values and bets that they can work together to achieve a common goal.
By creating a diverse workforce, your team is forced to think outside their comfort zone and bring new thoughts or ideas to the table.
Improve your hiring practices and be more inclusive
Sometimes building a diverse team can be a challenge-if recruiters aren’t paying enough attention, they may naturally gravitate toward candidates they connect with on a personal level or those who resemble employees already in the office.
Creating inclusive hiring practices can keep your recruiters from running on autopilot and have them 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 to 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 such as race, gender and sex, 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 he or she rushes to make a judgment before meeting a candidate.
To confirm that his original assumptions are correct, he will look for answers or behaviors that reinforce his initial opinion, even if that means overlooking some excellent skills or characteristics that would make this the ideal candidate.
To reduce this type of bias, as well as any others that may enter into your hiring process, you must provide appropriate education and training to your teams.
Diversity and education training should be an ongoing process, not something you complete once to check a box.
Create a recurring educational program that helps your teams identify and eliminate unconscious biases.
2. Broaden your candidate search:
If you find that your candidate pool is made up of people 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 you can limit your applicant pools too much.
To get more diverse applicants, be creative about where you advertise your job openings.
You can broaden your candidate search by looking at different schools, connect with students from universities in different areas, or those who come from different backgrounds and educational levels.
Another way to expand your candidate search is to post on different job boards or use social media to try to attract talent.
By changing the way you’ve always done things, you can connect with applicants who may have overlooked your vacancy in the past.
3. Choose the right support tools:
It can be incredibly difficult for humans to completely eliminate biases, especially if they are subconscious. This is where having the right support tool like T3 Assessment can come into play. An artificial intelligence recruiting tool can look at your candidates objectively to help determine which person is right for your open position.
However, AI is not without bias, in fact, a major e-commerce company had to scrap its AI recruiting tool because it showed a bias towards women.
Some 45% of employers believe that the recruiting tools they use are ineffective in helping diverse candidates find their company.
One way to ensure that your AI recruiting tool encourages diversity in the workplace is to purchase one that, of personalization 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 you’ll want to see in each candidate.
While having some guidelines can be helpful, if you follow them too strictly, you may be hurting your chances of finding an excellent candidate.
Creating a diverse team allows you to see different perspectives, as well as recognize that experience can come from outside the work area.
Diverse 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 are connecting with and what type of people are missing.
If you see that a particular group is not applying for your openings, develop a strategy to connect with them, find out where they are looking for work, what types of jobs they might be interested in, and what you can provide that will encourage them to apply.
Keeping a diverse talent database on file can also make hiring easier.
If someone isn’t the right fit for a particular job, but still fits your company’s needs and culture, you can keep their information on hand for an open position in the future.
Translated with DeepL.com (free version)
5. Involve diverse people in the hiring process:
To create a diverse workplace, it must be led 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 beyond your recruiting and hiring team.
Reaching out to other departments, team members and company leaders can eliminate bias by taking into account different perspectives.
However, a diverse group of people should be involved at 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 to work at your organization.
Look for ways to incorporate 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 enhance your processes and attract
Translated with DeepL.com (free version)
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 combination of different thoughts, opinions and ideas.
With a more creative group 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 implement the right processes and systems to create an inclusive recruiting team.
These five practices for improving inclusion and diversity should be the starting point for your inclusive recruiting process.
While they are a great place to start, you’ll want to listen to 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 start hiring a more inclusive group of team members.