Supporting diversity in the hiring process
Are you supporting diversity in the hiring process?
Workplace diversity is the view that your workplace or business should employ people who reflect society – accepting and valuing the differences between people in relation to race, gender, age, religion, disability, and sexual orientation. Work place diversity also extends to skill set, experience, and knowledge – making it an inclusive concept.
There are two types of diversity:
1) Inherent diversity – demographic characteristics such as sex, race, and age.
2) Acquired diversity – environmental factors such as education, experience, skills, and experience.
Diversity is a key driver of innovation and business growth. Research has shown that having multicultural networks increases workplace creativity. Further analysis has also shown that companies with a diverse workforce have higher returns on equity.
There is evidence to support that companies who recruit a diverse workforce have competitive advantages. Over 50% of recruiters have plans in place to recruit diverse candidates. But are you taking all the necessary steps to ensure that you are being as inclusive as possible? Here are some simple tips from some of the globes biggest organisations on how they have increased diversity during the hiring process:
1) Write job postings carefully
The language used in a job post can make a difference when an attempt to attract diverse applicants. Job listings with words such as ‘dominant’ have been shown to have fewer female applicants.
2) Offer a range of workplace policies
Research has shown women are drawn to flexible schedules, with millennials viewing work-life balance as a top priority. Offering flexibility within working hours will not only help to attract a range of diverse candidates but will also prevent employee turnover.
3) Use different sourcing methods
Hiring through referrals can mean a chance is missed to gain applications from diverse individuals. Most employee’s networks are made up of people who are similar to them demographically, reducing diversity in the workplace. Using third party websites will open roles up to more diverse candidates.
4) Increase the pool of minority candidates
Having two candidates of a minority background in the final stages of a recruitment process can greatly reduce unconscious bias. For example, if there are at least two female applicants in the final stages of a pool, the odds of hiring a female candidate are 79 times higher.
5) Using technology to increase diversity in the workplace:
AI enables recruiters to screen resumes and shortlist candidates automatically and easily depending on the specifications of the role. The software uses existing databases to learn more about characteristics, education, and experience and ranks applicants from the strongest – greatly reducing unconscious bias as AI will consistently apply the shortlisting criteria to all candidates regardless of background, race or gender.