The June jobs report is out. The unemployment rate is sitting at an astounding 3.6%. Though hiring does seem to be slowing down, organizations around the country are still adding talent to their teams. Is yours one of them? How can you ensure you are reaching, engaging, and interviewing the best candidates? We recommend doing a deep dive into your recruitment and hiring processes to uncover any potential sources of bias.
For example, you may believe Ivy League schools produce the nation’s top talent, but they do not generally foster the most diverse or inclusive environments. Therefore, if you only consider Ivy League graduates, you are missing out on a huge pool of highly talented individuals. In fact, the June jobs report found that unemployment among minority workers has increased in recent months, with Black workers being affected the most. How can you ensure you don’t contribute to this trend? Here are some tips to start eliminating bias from your recruitment and hiring process:
Implement diversity goals and targets
You won’t be able to measure success unless you have a clear idea of where you are starting from and targets for what you’d like to accomplish. Set clear objectives for increasing the representation of underrepresented groups in your workplace to help your leaders stay accountable for promoting diversity, equity, and inclusion (DEI) in the hiring process.
Review your job postings using a DEI lens
Ensure your job advertisements are inclusive and avoid any language that could discourage underrepresented candidates from applying. Establish clear job requirements and qualifications that will guide the hiring team through the process. Consider posting your job openings on diverse job boards and reaching out to professional associations and organizations that represent diverse communities.
Implement standardized interview processes
The hiring team should ensure interviews are inclusive and equitable for all candidates. The candidates should all be evaluated objectively using the same criteria and interview questions. Any required assessments should remain consistent and be accessible for all candidates—accommodations should be made where necessary to ensure all candidates are competing on a level playing field.
Prioritize diversity within your hiring team
If you want to create a more diverse workforce, it is important to include diverse employees in your hiring process. Not only will it create a more comfortable experience for candidates from minority groups, but it will also help limit bias. Utilize a diverse hiring committee to ensure multiple perspectives are represented and decisions aren't limited by one person's bias.
Promote inclusion throughout the entire hiring process
The hiring team should make all candidates feel welcomed and valued, from initial contact through to onboarding. Whether or not a candidate is chosen for an interview or ultimately hired, they all deserve equal respect. You can also provide candidates with information about your organization's commitment to DEI and further training during the onboarding process.
Diversity, equity, and inclusion are essential for a thriving workplace. A diverse workforce brings together different perspectives, experiences, and ideas, leading to increased innovation, creativity, and productivity. Achieving diversity in the workplace requires a deliberate effort by employers, particularly in the hiring process. However, putting in the effort will help you create a more engaged and productive workforce as well as attract and retain top talent from diverse backgrounds.
Thank you for taking the time to read our blog post. If you're ready to take the next step in transforming and improving your organization, please don't hesitate to reach out to us at info@gladedsolutions.com
We're excited to partner with you on this journey.