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Increase diversity & inclusion in recruitment with these simple steps

1st June 2021 | 0 Comments

Recruitment TrendsTalos ATS 3 MIN READ

Diversity & Inclusion (D&I) is one of the most prominent issues discussed in the HR community. Simply put, D&I is about providing equal career opportunities for all people – regardless of their gender, race, sexuality, or cultural background. Here we explore five simple steps that will help employers promote diversity in their recruitment strategy.

#1 – Avoid exclusive language in job advertisements

Your advertising strategy is what first attracts talent to your vacancies. Unfortunately, it’s rather easy to unintentionally deter valuable candidates by using exclusive language in job posts. This may include using gendered job titles, such as waitress or repairman, which can alienate a huge portion of potential applicants.

Ensure language used in job titles and descriptions is inclusive; avoid gendered terms, as well as age-discriminatory language such as ‘young’ or ‘mature’. This will ensure your vacancies appeal to a more diverse pool of talent

#2 – Anonymise job applications to reduce bias

Unconscious bias is a huge obstacle when seeking to improve workplace diversity & inclusion. This is the unintentional prejudice that affects decisions of hiring managers, and may relate to any aspect of race, gender, age, or cultural background.

In order to reduce the risk of unconscious bias, it’s important to anonymise job applications by removing key candidate information – such as age, gender, and names. This means hiring managers can judge applicants solely on their skills and compatibility, rather than being influenced by additional factors.

#3 – Use recruitment software to anonymise candidates

Anonymising candidates can be difficult, especially in small-scale recruitment campaigns. By using simple hiring software tools, such as an applicant tracking system, you can automatically remove personal details from candidate profiles. This includes hiding names, age, and ethnicity of individual applicants.

By enabling anonymised hiring, candidates will be displayed and ranked in your database based on the strength of their application alone. This makes it easier to promote diversity & inclusion in the selection process – vastly reducing the risk of unconscious recruiter bias.

#4 – Record interviews for unbiased analysis

Job interviews are the most crucial point in the hiring process; they allow both candidates and employers to assess mutual compatibility for the role in question. It’s important to approach this stage with a strong strategy to promote fair and successful hiring.

Unfortunately, unconscious bias can heavily affect the strength of your interview process. Interviewers may be unintentionally influenced by candidates’ personal traits, rather than their skills and compatibility. This may include aspects as simple as accent, ethnicity, or even tone of voice.

Recording interviews is a great way to avoid unconscious bias. This allows you to involve more key decision-makers in the review and selection process, reducing the risk of individual bias. Staging virtual interviews, such as video/voice meetings, promotes diversity & inclusion, as well as efficiency in your talent acquisition process.

#5 – Promote your diversity & inclusion employer brand values

Your employer brand is the first impression potential applicants get of your company and its ethos. Make sure to promote your diversity & inclusion values in careers website content, social media engagement, and job advertisements. This will help to attract a more diverse range of talent to your business – reducing any fear of potential bias.

While recruitment equality may seem like a given in today’s society, it’s always important to promote your inclusive values when defining your employer brand. Whether this relates to ethnicity, age, gender, or cultural background: making candidates feel welcome is crucial for promoting diversity & inclusion.

Why is diversity & inclusion important?

Diversity & Inclusion is a valuable asset for employers and their companies. By building a diverse workforce, you gain a wide range of opinions, ideas, and unique talents within your team. This helps your company think outside the box, and approach projects and campaigns with a strong, well-connected strategy.

Promoting D&I helps to secure a fair job-market for people of all ages, cultures, genders, and social classes. This benefits everyone – from job-seekers, through to your clients and customers – ensuring your company approaches business innovatively from every angle.

Increase diversity in your hiring strategy with Talos

Talos is the ultimate all-in-one hiring platform, giving employers a better way to attract, manage, and hire diverse talent. The platform provides a number of tools to promote diversity & inclusion:

  • Anonymised hiring to reduce unconscious bias
  • Video screening, interview, and recording platform
  • Accessible candidate profiles for greater decision-maker involvement
  • Job advertising posting and optimisation for D&I and maximum engagement

Discover the easiest way to promote an efficient and inclusive hiring process:

Beck Shillito

Beck is here to bring you the latest business tech news, hiring tips, and exciting updates from Talos360.

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