Redefining Recruitment
Redefining Recruitment
Forward-thinking companies understand that fostering a diverse workforce not only reflects societal values but also leads to enhanced innovation, better decision-making, and increased profitability. Studies have shown that diverse teams outperform other non-diverse and inclusive teams. They provide unique perspectives and differing experiences to the team. Getting your hiring process right and removing any unconscious bias from your processes can help to ensure you are better equipped to attract and retain skilled candidates to your team.
Recruiters play a key role in promoting D&I in the workplace. The hiring process is the first point of contact and acts as the face of the company for candidates. Companies with poor hiring practices and D&I policies are at risk of increased turnover and a decrease in suitable applications. Reviewing the hiring lifecycle from initial advertising through to interviewing and offer stage will help to ensure the avoidance of unconscious bias.
To prevent falling at the first hurdle, creating an inclusive advert which are free from unconscious bias is paramount. Job descriptions should be specific, and behaviour based, using gender neutral language. Character- based descriptions have been shown to deter women and ethnic minority groups from applying to roles. For example, using language such as ‘natural leader’ over ‘experience managing a small team’ can be detrimental for attracting talented and suitable candidates.
Blind Screening:
Blind screening candidates involves removing identifiable characteristics from applications before sharing with line managers and decision makers. Unconscious bias can influence hiring decisions unintentionally. By removing identifiable characteristics and focusing on skills, qualifications and experience alone, we can remove these biases. At Allstaff Recruitment, we implement blind screening before sending a shortlist of suitable candidates to our clients to ensure fair evaluations and increased likelihood of interviews for candidates.
Interviewing:
When conducting interviews, similarly to job descriptions, the language recruiters use is important. By using structured interview formats and standardised questions throughout interviews they can ensure consistency and fairness throughout. Interviews should consist of a panel of interviewers and be skills based with real job simulation tasks where possible.
Partnering with Allstaff Recruitment can help employers meet their D&I commitments. We understand the importance of hiring diverse teams and have a wealth of experience in sourcing and attracting candidates from various backgrounds. When partnering with Allstaff you will have access to our extensive network of diverse talent.
By taking job descriptions from our clients, we create inclusive job adverts to attract diverse candidates. Where necessary we make suggestions to improve job descriptions to eliminate unconscious bias. We use multiple sources to source and interview prospective candidates based on their skillset and competency, before sending a blind shortlist of suitable high-calibre candidates.
As Recruitment Specialists, we are well-equipped to provide advice and support throughout the hiring process to all our clients. We are on hand to help you prepare inclusive interviews and highlight any risks of unconscious bias throughout the whole process. It takes a concerted effort to recruit diverse candidates. Let Allstaff help you meet your commitments and get in touch with one of our Recruitment Specialists today!
