How to meet candidates expectations about diversity and inclusion

How to meet candidates expectations about diversity and inclusion Feature

How to meet candidates’ expectations about diversity and inclusion during the recruitment process?

Diversity and inclusion have been under the microscope for many years in recruitment with more and more companies making it a focal point - it’s not just a hot topic for businesses but candidates too. Glassdoor’s 2020 ‘Diversity Hiring Survey’ revealed that 765 job seekers said a diverse workforce is an important factor when evaluating companies.

Businesses with a diverse workforce are more likely to be innovative and succeed compared to one that lacks diversity. However, hiring a diverse workforce shouldn’t be seen as a box-ticking exercise to meet targets but as hiring an individual for their ability and creating the best workforce possible!

Diversity and inclusion should be front and centre from the second a potential candidate looks at your company. Let’s look at five ways to be diverse and inclusive during the recruitment process.

WRITE INCLUSIVE JOB DESCRIPTIONS

A job description is usually the first time a potential employee will come across your company, so you want your advert to be both appealing and inclusive.

When writing your descriptions, avoid using any jargon – keep it clear and concise so anyone can understand it. You may have applicants looking at your role who would be perfect but are put off because they don’t understand the terminology. Also, ensure that you are using inclusive language when writing descriptions, it is easy to write 'he/she will have' but you risk alienating candidates who feel the role is biased towards the opposite gender – instead, consider language like 'they/them/the candidate', therefore, opening applications up to everyone.

The same applies when you are writing the criteria that you want to see from your candidates, be mindful that they reflect the skills and competencies needed for the role. If it is an entry-level position don’t ask candidates to have five years of experience in a similar role.

Break down your ‘must haves’ from your ‘nice to haves’, but remember you may have candidates apply that don’t have formal qualifications but may have more practical knowledge from learning on the job.

USE DIVERSE METHODS TO ADVERTISE YOUR ROLES

Think about where you place your job adverts do you use the popular job boards and LinkedIn, or do you spend time researching job boards that will reach a diverse range of candidates?

Be mindful that candidates from diverse backgrounds may not use mainstream job boards, why not take a bit of time to look at the candidates that have applied via these boards to identify if there are any gaps in diversity and investigate what else can be done to reach more candidates.

With Reach Online we can help you identify niche job boards that can put your adverts in front of candidates from diverse backgrounds and help you tailor your adverts to appeal to these candidates.

MAKE YOUR APPLICATION ACCESSIBLE TO ALL

Did you know your online application can be a stumbling block for many candidates, especially those that need help with accessibility?

There are over 14 million disabled people in the UK, and many have tools to help them navigate the online world from screen readers to mouth sticks, is your online application set up to accommodate this?

Our Reach candidate portal software has been awarded AAA accreditation in WCAG 2.1 (Web Content Accessibility Guidelines) by the Digital Accessibility Centre (DAC). This means that candidates with disabilities or cognitive/learning difficulties can use their candidate portal to apply and manage their applications in the same way as those without a disability.

REASONABLE ADJUSTMENTS AT INTERVIEW

When candidates complete their application and you are ready to arrange an interview with them, check to see if they require adjustments for the interview, whether that is a ramp to access the building or a quiet room for sensory issues.

If adjustments are required, make sure that they are communicated to the relevant people and departments to ensure that they are aware of the candidate's needs. Once they are in place confirm with the candidate that you have accommodated the request.

On the day of the interview, it is worth double-checking that the adjustments have been actioned and you are ready for your candidates. Imagine being the candidate that shows up for their interview, and the adjustments haven’t been implemented - they will start the interview with a negative impression of the company.

MAKE YOUR INTERVIEW INCLUSIVE

When conducting your interviews, by standardising the process and asking every candidate the same set of questions in the same order you are allowing candidates the same chances to answer questions in their own words.

By standardising your questions as a team, you can work together to remove any unconscious bias and offer different ideas about what could be asked.

 

By having a recruitment process that is diverse and inclusive you are showing candidates that you are a company that wants to hire the best and value every member of your team.

We can work with you to make your recruitment process more diverse and inclusive while looking at ways to attract candidates from diverse backgrounds. To find out more call 01527 574408 and speak to our team.

The Deltic Group

"It's changed the way we recruit. It's made life easier for us and it's saved us money."

Mike Robins - Training & Development Manager