Why you need to diversify your hiring process
Hiring processes: Why diversifying matters
Many companies are starting to understand the necessity of having diversity in their team and all of the significant benefits that come with it. By looking outside the company’s usual hiring process, clients can recruit applicants with a wide range of backgrounds, abilities and viewpoints. Diversity hiring is hiring based on merit with special care taken to ensure procedures have reduced biases related to a candidate’s age, race, gender, religion, sexual orientation, and other personal characteristics that are unrelated to their job performance. Below are five steps to hiring more diverse candidates.
Conducting a diversity hiring audit on current hiring processes
The first thing a company needs to do is assess their current hiring process and identify any potential discrepancies. Until you thoroughly analyze the company’s hiring data, clients can’t get an accurate picture of how to move the needle. Clients need to ask themselves, what are the strengths of their diversity hiring? What are the challenges they see in their diversity hiring?
Choose one metric to improve on
Overhauling current processes all at once is overwhelming and may be unachievable. The simplest, and most efficient, way to begin improving on diversity hiring is to pick one metric to improve on at a time. For example: increase the percentage of qualified female employees in X Position by X% within X period of time. And then work to make this goal a reality.
Increase diversity hiring when candidate sourcing
There are several tips that can aid in diverse candidate sourcing, which will be useful after assessing the hiring audit and identifying failing areas. First, try rewording the job posting. The language used in job descriptions can be the make-or-break for potential candidates. It may be as simple as the adjectives chosen. Another useful tip is to showcase the current diversity that exists within the business. Diversity attracts diversity, and it can be showcased via pictures or videos posted by the business on their website or social profiles. Workplace flexibility is key in attracting diverse candidates, with work from home options and flexible hours being highly sought after. With long commutes between city offices and diverse neighbourhoods, this can often lead to staff turnover if they are not accommodated.
Increase diversity hiring in candidate screening
Candidate screening typically looks at prior employment, schooling, or personal connections. All of which can lead to a decrease in diversity, due to past practices. There are a few tools that can be implemented to avoid these past errors. Pre-hire assessments help to increase workplace diversity, as personality scores do not differ significantly between minority groups (therefore, no adverse impact). Blind hiring is another technique that can remove unconscious (or conscious) bias about a candidate. There is a variety of software that can be used to anonymise resumes: removing names, schools or other data that may lead to hiring bias.
Evaluate diversity hiring metrics
Refer back to the diversity goal previously made. Was the goal achieved? What strategies were used and what was effective? If the diversity goal was reached, and was effective, then rinse and repeat. If not, make changes to the strategies implemented and try again. To be the most efficient with this process, make sure data is collected before and after the diversity hiring initiative is implemented. This will assist in making the strategies as effective as possible for future hiring.