What is Inclusive Hiring?

Inclusive hiring can be defined as the process of connecting, interviewing, and recruiting candidates from diverse backgrounds possessing the skills and expertise required for the job.

During recruiting, it is most likely that your unconscious bias can determine hiring decisions. This is where the concept of inclusive hiring comes into play. It is designed to offer equal job opportunities and not restrict candidate selection to a norm.

Read on to know why inclusive hiring is important for your organization’s growth.

Why inclusive hiring is important?

Inclusive hiring is favorable to your company’s success and brand reputation. Moreover, it can also attract and retain top talent for a longer period.

Take a look at how offering equal job opportunities can be beneficial to your success.

• A diverse talent pool equates to higher productivity, performance, and varied ideas.
• It showcases that your company promotes diversity and inclusivity. Thus, it helps you portray a strong employer brand.
• Inclusive hiring acts as a foundation for inclusive work culture.
• It pushes your team out of their comfort zone and helps take and fulfill new challenges.

If you intend to achieve these benefits, we have your side. Here are some inclusive hiring practices that can help you actualize this goal.

A list of inclusive hiring practices that you need to follow:

• Write all-encompassing job descriptions

  Ensure that you do not let any gender biases or discriminatory terms reflect in your job descriptions. Not only are these ethically incorrect but also restrict qualified applicants from applying for the job.

  Let your job title speak for the job role. Likewise, emphasize providing a clear description of the job role and its responsibilities. Use gender-neutral and non-discriminatory language that encourages candidates to apply irrespective of their background.

  Alternately, you can also refer to our free job descriptions library to compile engaging job descriptions for your roles.

• Portray company culture via your career’s page/website

  Design a careers website or page that offers a glimpse into your company culture. Apart from using an all-inclusive language, mention that you abide by the EEOC guidelines as well. This will save you any legal trouble and also, showcase your openness to an inclusive workplace environment.

  Post pictures or videos of your employees at work or partaking in any activity. This is sure to aid in attracting potential candidates.

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• Expand your candidate search

  Avoid restricting your candidate search to a particular channel. To promote diverse and inclusive work opportunities, post on various job boards and social networks. This will help connect with individuals across different backgrounds.

  Remember that candidates browse through various online channels when looking for a job. Making your job advertisements available only on one channel will also limit your candidate search. So, expand your reach to get in touch with a wider talent pool.

• Design an inclusive and inviting application process

  Encourage candidates to apply for an open job role by designing a hassle-free application process. Keep it simple and mention the steps to follow clearly. Avoid confusing or frustrating the applicants at all costs.

• Conduct an unbiased review and shortlisting process

  Unconscious bias is a major hindrance in the recruiting process. You are likely to feel connected with an applicant that shares the same school or college as yours. This translates to the possibility of you being biased toward the applicant without even realizing it.

  To ensure you do not fall for this, practice conducting blind reviews. This type of review involves leaving out any identification details about the candidates. Here, you focus your attention on judging the candidates based on their skill sets and job knowledge.

• Prepare yourself and the team for the interview

  Irrespective of whether the interview is conducted online or offline, take some time to prepare for the same. Discuss the interview questions with your panel members. Ensure each of the members is aware of their roles and also follows a similar tone. Also, remember to talk about the applicant scoring pattern.

• Set up a diverse interview panel

  Having a diverse interview panel will bring different perspectives on board. So, you can have varied opinions on a candidate, helping you make an informed decision.

  Moreover, having panel members encourages collaborative behavior. You can also involve your senior-most employees in the interview process. This offers the candidates a chance to interact with different people. So, they have an idea of the kind of people they will be working with when hired.

Get started with a recruitment software like Jobsoid to tick off all of these inclusive hiring practices. From a library of free job description templates to one-click posting on job boards and social networks, Jobsoid has everything you need to offer. Besides, the functionality to filter candidates via their skills and job knowledge can facilitate an effective candidate search. It also acts as a platform for team collaborations wherein you can review and rate candidates in a simplified and quick manner.

So, register for a free account with Jobsoid and let your company be known for its inclusivity and diversity!