The world of work has changed. The hiring process has also adapted significantly. Gone are the days where a single generation, applying through job boards, demanding similar workplace benefits occurs.
We now live in a time where multiple generations, with differing requirements, beliefs, attitudes, communication styles and goals are present, under the same roof. In order to attract the best talent, ensuring that both opportunities and workplaces cater to diversity is a must.
Are you aware, as a recruiter, of the potential benefits linked to a diverse and inclusive workplace? You can be one step ahead of your clients by understanding diversity while ensuring it is promoted in the hiring process – both benefitting you and your clients long-term.
If you’re a little out of touch with diversity, inclusion and their benefits, keep scrolling.
Why Diversity and Inclusion Are Important in Today’s World of Work
As touched on above, the marketplace and hiring arena has changed and will continue to do so. With that said, wouldn’t it make sense to cater to those changes? Here’s where following a diverse and inclusive approach comes into play.
From the desire to work remotely, to the use of the latest technology, job seekers and their demands are changing. This can make or break an employer brand image and future ability to attract and retain the right employees to elevate a company.
Additionally, research has shown that a diverse workplace can result in a 35% increase in potential financial returns, along with boosting workforce performance.
Attracting and Retaining the Best Talent with Inclusion
Sadly, many companies are still avoiding inclusive approaches when hiring new employees. They are failing to have an open mind when considering background requirements, and are even basing decisions down to an applicant’s name.
Imagine the impact this will also have on a client’s employer brand. Place yourself in a candidate’s shoes? Now imagine finding a great opportunity; however, you discover that the company fails to promote inclusion. Would this put you off continuing through the application process? We suspect it would. Latest data from an MIT study revealed that 57% of employees think their company should be more diverse.
Having a diverse pool of talent will provide more significant results long-term. However, before this standard can be maintained, steps must be followed to attract diverse candidates. Check out our top tips below on how you, a recruiter, can ensure diversity is both promoted and considered as you deliver for your clients.
How To Include Diversity and Inclusion in your Recruitment Process
Though the ultimate responsibility for this falls with your client’s approach, your role as a consultant is to advise developing a diverse approach.
Promote Diversity in Job Adverts
Without sharing a diverse stance in your job adverts with the words, phrases and copy you use, you will fail to attract a diverse range of candidates.
The most common application of this is male and female language. In a recent study from the University of Waterloo and Duke University revealed that male-dominated industries used more male-biased language within their job ads. When experimental job adverts were altered to include more male-biased than female-biased language, women were less likely to apply to those roles.
Automate Steps of Your Recruitment Process To Remove Bias
To avoid judgmental steps, automating the hiring process can increase the probability of improving diversity. This can be achieved by using recruitment software to remove any detail on the background or gender bias.
This will allow you to focus on the benefits a candidate could bring to the table, rather than whether their background fits with a client’s current workplace stereotypes.
Align With Diverse Talent
The easiest way to do this is to have an ongoing strategy which involves establishing a strong presence with minority groups. As an example, this could be the LGBT or transgender community.
Over the next few years, diversity and inclusion will continue to play a big part in hiring, workplace engagement and success.
By getting ahead now and understanding diversity better, and how you can include this in your recruitment process, you’ll maximise your long-term benefits. Sharing the benefits with clients while you recruit for them will improve candidate experience, profiting both yours and your client’s image.
Until next time,