Recruitment tips for building a diverse and inclusive workforce
Define and Communicate Inclusion Goals: Clearly define your organisation’s goals and commitment to diversity and inclusion. Communicate these goals in job postings, company websites, and other recruitment materials to attract diverse candidates who align with your values.
Use Inclusive Language in Job Postings: Review your job postings to ensure they use inclusive language that appeals to a diverse audience. Avoid gender-specific terms or phrases that may discourage certain groups from applying. Emphasise your commitment to equal opportunity and diversity.
Expand Recruitment Channels: Broaden your recruitment channels to reach a more diverse pool of candidates. Consider partnering with organisations, communities, or job boards that cater to underrepresented groups. Attend job fairs and networking events focused on diversity and inclusion.
Unbiased Screening and Selection Process: Train recruiters and hiring managers on unconscious bias and ensure they are aware of their biases during the screening and selection process. Implement blind screening techniques, such as removing identifying information, to minimise bias and focus on qualifications.
Diverse Interview Panels: Form diverse interview panels that include individuals from different backgrounds, experiences, and perspectives. This helps in reducing unconscious bias and sends a strong message about your commitment to diversity and inclusion.
Offer Diversity and Inclusion Training: Provide diversity and inclusion training to all employees involved in the recruitment process. This training can raise awareness, increase understanding, and foster inclusive behaviours during candidate evaluation and selection.
Implement Diversity Metrics and Tracking: Set specific metrics and track the diversity of your candidate pool, interviewees, and new hires. Regularly review and assess these metrics to identify areas of improvement and ensure progress towards building a diverse and inclusive workforce.
Employee Referral Programs: Encourage diverse employees to refer candidates from their networks. Employee referral programs can help tap into diverse talent pools and promote a more inclusive recruitment process.
Support Employee Resource Groups (ERGs): Foster the growth and visibility of Employee Resource Groups within your organisation. These groups can play a crucial role in attracting and retaining diverse talent, as well as providing valuable insights into recruitment strategies.
Partner with Diversity-Focused Organisations: Collaborate with organisations that specialise in diversity and inclusion initiatives. Engage in partnerships, sponsorships, or mentorship programs that help support underrepresented groups and expand your reach to diverse talent.
Remember, building a diverse and inclusive workforce is an ongoing commitment. Continuously assess and refine your recruitment strategies to ensure you are attracting and selecting candidates from a wide range of backgrounds and experiences
