As a recruiter, or even as a hiring manager, attracting desired talent and placing them in the job you want is certainly not an easy task. Many of you would agree that with an upsurge in the #MeToo movement, it becomes even more difficult to send candidates into the right place. If your company is searching for a powerful mobile ready online resume formatting system to making hiring easy, be sure to start with Recruiteze. Get your free trial today.
What if by placing candidates into jobs, you’re actually sending them into toxic environments or places that are less than favorable for them?
It becomes crucial to find an answer to the above question especially when the results of a poll conducted by NBC News and the Wall Street Journal reveal that nearly half of the working population has experienced sexual harassment, in some form, at work. A poll showed that 48% of employed women in the U.S have personally experienced harassment at work in the form of an unwelcome sexual advance, verbal, or physical harassment. There is a lot more to the findings of workplace harassment. Nearly two-thirds of Americans believe that sexual harassment happens in almost every workplace and 41% of employed men having witnessed workplace harassment. Clearly, harassment in the workplace is fairly prevalent.
The result of an upsurge in the #MeToo movement is that it has raised some serious questions and concerns about recruiting, thereby, putting recruiters in a unique position. Organizations are being compelled to evaluate their hiring, recruiting, and retention practices on a priority basis and make immediate changes if they don’t want to risk losing out on talent.
In a given scenario, the recruiters have a crucial role to play in crafting workplace cultures. Because their job is to help hiring managers decide who they should be bringing into their workplace and who should be made a part of their organization, they must push them to hire diverse talent for inclusive workplaces.
Even though making diverse talent a part of one’s team is a grueling task for everyone involved in the process of hiring, it must be done.
Given below are different tactics that you may consider using as a recruiter or as a hiring manager when you are looking at hiring diverse talent.
1. A holistic view
By taking a holistic approach to a problem, measurable results in diversity hiring can be accomplished. This approach includes not only having structured hiring practices in place but also challenging one’s own unconscious biases and assumptions about what would make a candidate fit for the job. It also includes considering the talent that may otherwise not fit recruiters’ and hiring managers’ preconceived notions of a good fit.
In order to mitigate bias in the hiring process from the start, it might help to take small initiatives like removing names and doing some upfront work. If you adhere to an objective to identify the criteria that can lead to success in a given job role you can adjust your hiring practices to meet your goals. For example, when hiring a candidate for an IT role, it makes sense to focus all your efforts and energy on skills that a candidate possesses along with his/her experience with particular languages and technology platforms. This will help you mitigate discrimination of all sorts and also may expand your talent pool. Because every prospective job applicant will be asked a similar set of questions based on pre-determined factors in order to determine their ability to fit into given criteria you can reduce bias.
2. New and Diverse Methods of Recruiting
Even though referrals still remain a major source for finding new talent and contribute to nearly 30% of new hires that are made by an organization, they might not be the best option for you if you are serious about diversity in hiring. As obvious as it may be, the referrals employees make are most likely for people who are similar to them. It is important to understand that many employees may have their own reasons for referring people who are like them. In order to make a diversity recruiting program a success, the hiring managers may need to consider taking the search outside of their employees’ network. It may even help them to seek the services of an external recruiter for hiring diverse team members.
3. Uniformity in Application Review and Interview Processes
Whenever there is an inconsistency in reviewing the applications that are submitted by prospective job candidates or when there is no formal system in place for conducting interviews, the room for bias is automatically created. As a result, the diversity hiring programs suffer a serious setback. However, by simply adhering to a systematized process with a completely formal approach towards conducting candidate reviews and interview scheduling, all this can be avoided and a fair baseline can be created. By having formal hiring processes in place, hiring decisions are expected to be more diverse and unbiased at the same time.
4. Making Intentions Loud and Clear
If diversity hiring is a serious goal for organizations, they will never refrain from saying it loud and clear. Instead, they will be more vocal about it and they would want to communicate their message to their employees in a clear and effective manner. To make this happen, one of their initial steps would be to put all their conversations related to diversity hiring front and center of all their meetings and newsletters. By showing their commitment by putting their time and resources to bring the change, they will be communicating their interest in shifting the workplace culture and this will be quite a motivation for new talent to join their organization as it encourages change and an inclusive workplace.
5. Educate Team Members on Unconscious Bias
As mentioned in one of the posts, it is very possible to turn your entire team of employees into recruiters. This is because team members can help engage passive talent in ways that are much more effective and result-driven. Knowing that employees can take up the role of a recruiter, it becomes a matter of serious concern for organizations to invest in eliminating bias among team members. The employees of an organization, and especially the managers, tend to play an important role in determining which candidates become new hires and join their team. This will have a huge impact on which organizations succeed in diversity hiring. Having said that, it becomes crucial for organizations to educate their employees on unconscious bias and how these can be avoided. It might help organizations to conduct training or mentoring sessions for their employees with an objective to empower them.
6. The Use of Technology Helps
The use of technology like Artificial Intelligence (AI), machine learning, and algorithms is influencing the manner in which candidates are being sourced and screened by companies. The rapid use of technology has made it quite possible to shift traditional recruiting towards anonymous recruiting. Anonymous recruiting can play a significant role in leveling the playing field by addressing challenges related to hiring discrimination and pay inequity. The logic behind anonymous recruiting is that algorithms are coded in a manner that allows them to look only at the education, skills, and experience of prospective job applications without taking into account anything that may directly or indirectly indicate their gender, race, or ethnicity and could lead to bias.
Some Final Words:
Managing to successfully hire and cultivate diverse teams demand a lot of time, resources, energy and determination. It’s no cakewalk. However, the investment in hiring diverse teams is something that must be done by every organization in today’s time when employees are harnessing the momentum of #MeToo movement to make workplace changes. Employees are no longer looking at mere promises as the promises tend to fail all the time but what they are genuinely interested in seeing is the efforts that are being made in a given direction. For employees, the workplace diversity is a lot more than simply maintaining the corporate identity. For them, it’s about their safety, well-being, prosperity, and a sense of belonging.
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