But lately, there’s been a shift. Talent leaders are starting to take artificial intelligence more seriously, especially as smaller teams and budgets are forcing teams to adopt technology that can help them scale with less. Those same leaders are also seeing the impact AI has had in other functions like sales, marketing, and R&D, dramatically improving their ability to work at scale.

And yet, new regulations like New York’s Local Law 144, would seek to limit how recruiting teams use AI.  For the unfamiliar: Local Law 144 would require employers to conduct bias audits on automated employment decision tools (AEDTs), including those that use AI and similar technologies, and would require employers to provide specific notices about such tools to employees or job candidates who reside in New York City. Others have pointed out the ways in which this particular legislation might not actually have much impact, but the law and its passing illustrates the ways in which we’re still thinking about AI in recruiting all wrong –– ultimately, this law and others like it could materially slow down the adoption of software that can benefit recruiting teams that are serious about scaling their diversity recruiting efforts.

Bias for Good

Recruiting is a special use case, and concerns around AI’s potential to negatively impact candidates who are part of underrepresented groups aren’t unfounded, especially as tools touch ever more elements of the recruiting and hiring pipeline –– from how candidates find roles, to resumé scans, to facial and voice recognition software leveraged in the interview process.

But there’s a flip side to that coin: tools that use AI specifically to support the hiring of underrepresented groups. While AI can unintentionally filter out candidates for certain groups based on keywords and NLP, it can also –– when applied intentionally –– do the exact opposite, and surface candidates from underrepresented groups to help diversify pipelines. Regulation that doesn’t acknowledge that there are tools and applications that are specifically designed to support underrepresented groups by quite literally filtering candidates with different backgrounds into candidate pools. Thinking only of the ways AI and automation can result in negative outcomes demonstrates a too-narrow view on these tools, and could do more harm than good in their attempts to prevent bias in hiring.

Optimizing for Candidate Control

The ethics around AI application for the talent acquisition and hiring process depends heavily on where the technology is applied: it might be an issue if it’s automating the pipeline for recruiters and potentially weeding out qualified candidates before they’re reviewed by a human, but not if it’s designed to support candidates in finding and applying for relevant roles. For example, algorithms that match candidates with skill-relevant, available job opportunities so that qualified candidates don’t miss out on opportunities, or even better, algorithms that uncover ‘inferred skills’ to match candidates with roles they wouldn’t have applied for otherwise.

AI tools can also analyze the behaviors of a candidate on any given platform to understand and surface roles in which they’re actively interested; this a fantastic way to optimize the process for job seekers.

AI vs Referrals

Many companies –– from startups to Fortune 500s –  rely on referrals to fill open roles, which data shows can lead to a homogeneous workforce. This is in part because referrals lend a helping hand in narrowing down vast quantities of applicants to vetted candidates. But AI done well can do the same, and when it’s designed to surface candidates that meet predetermined D&I thresholds, it can support the hiring of talented, qualified candidates who might have otherwise been overlooked, or who because of their background, wouldn’t have come in via referral.

Not only is prioritizing DE&I objectively the fair and right thing to do and an important part of a forward-thinking, equitable society, but it’s also simply good for business; companies that prioritize these efforts are more productive and successful, while employees are happier and stick around longer. And as Gen-Z enters the workforce, the candidate pool is objectively becoming more diverse, so preparing to attract underrepresented candidates contributes to future proofing any business.

It’s the People Team’s Turn

Sales, marketing, and R&D have had all the fun with AI –– it’s far less prone to amplifying systemic issues in those contexts. But now it’s the people teams turn to embrace this technological shift, while giving feedback on all the ways it can disenfranchise the very people we serve and thinking of ways to use these advances to support positive outcomes, rather than regulating them out of processes point-blank in service of “less bias.”

The opportunity to adopt technology now to support diversity efforts at scale is a massive one, especially as companies experience a slower pace of hiring relative to the frenzied pace of the last few years. If you’re not laying the foundation for attracting underrepresented people in new, tech-enabled ways, companies risk losing out on exceptional talent –– and losing the competitive edge that AI can provide.

The post Leveraging AI In Recruiting To Uplift Underrepresented Groups appeared first on RecruitingDaily.

The tech industry is booming, but DE&I falling short remains a problem. Black and Hispanic workers remain underrepresented in STEM professions, while women are particularly underrepresented in engineering and computer science. Despite the proven benefits, many companies struggle to foster a culture of diversity, equity, and inclusion.

CodeSignal‘s eBook, “Building Diversity: A Recruiter’s Guide to Improving DE&I Outcomes in Tech Companies,” provides valuable insights into how to create a more diverse and inclusive tech workforce. From understanding tech hiring channels to conducting effective technical assessments, their guide covers everything you need to know to make a positive change in your organization.

A Look Inside

• How to Advance DE&I in Tech Recruiting: Creating a culture of equity and inclusion starts with understanding the challenges that diverse candidates face in the tech industry. Our eBook provides tips on how to create a more inclusive hiring process and improve diversity outcomes.
• Understanding Tech Hiring Channels: Tech hiring channels can present a significant barrier to diversity. Our eBook covers the different hiring channels and provides tips on how to overcome common impediments to diversity.
• Tech Sourcing: Impediments to Overcome: Sourcing diverse tech candidates requires a different approach. Our eBook provides practical tips for sourcing candidates from diverse backgrounds and creating a more diverse candidate pool.
• Assessments: A Stepping Stone: Technical assessments can be a powerful tool for identifying top talent and improving diversity outcomes. Our eBook provides tips on how to create effective technical assessments that take into account diverse backgrounds and experiences.
• Conducting Effective Technical Assessments: Assessments are only effective if they are conducted correctly. Our eBook provides guidance on how to conduct effective technical assessments that accurately evaluate candidates’ skills and potential.
• Moving Forward: How to Create a Replicable Process for Success: Creating a more diverse and inclusive tech workforce requires a long-term commitment. Our eBook provides tips on how to create a replicable process for success and ensure that diversity remains a priority in the years to come.

“Building Diversity: A Recruiter’s Guide to Improving DE&I Outcomes in Tech Companies,” will help you gain valuable insights into how to create a more diverse and inclusive tech workforce.

Ready to make a positive change in your organization? Grab the guide, and let us know what you think.

The post Building Diversity: A Recruiter’s Guide to Improving DE&I Outcomes in Tech Companies appeared first on RecruitingDaily.

Don’t Recruit Just Based on School

Strictly hiring based on background or school is a usual way recruiters show bias. One way we can identify this is with what schools a company focuses on for job fairs. Making sure as a company you focus on recruiting from all levels of schools is a good way to give equal opportunity across the board.

Maegan Griffin
Founder, CEO and Nurse Practitioner, Skin Pharm

Check Your Wording

Double-check the wording of your job postings in order to identify and remove any potentially biased wording. While such wording is often unintentional, it can still disrupt your hiring initiative if it drives away potential applicants before they even think about trying.

You’ll be able to find online guidelines for writing bias-free job postings that will be easy to follow and highly effective. Once you’ve removed any unintended bias, then you’re free to spruce up your posting and inject your personal style into it.

With ‌extra care, you can avoid accidentally putting off potential applicants who might otherwise be an excellent fit for your roles. It may add a few minutes of time to creating your listings, but it will be well worth it for your business if it helps you land quality hires.

Max Schwartzapfel
CMO, Schwartzapfel Lawyers

Conduct Blind Reviews

One thing I have done to identify recruitment bias is to conduct blind reviews of job candidates. Blind reviews involve removing any identifying information, such as names, genders, dates of birth, and even universities attended, so that decisions can be made on the merits of a candidate’s qualifications alone.

This process removes potential sources of bias by preventing hiring managers from making assumptions based on demographic or other non-essential factors. Additionally, I have conducted surveys among my recruiting team to understand their own personal biases and experiences before developing an interview rubric for screening applicants.

Employers can also use data analytics on the impact of different recruiting strategies. For example, you could analyze whether certain recruitment channels are leading to more success in terms of applicant quality or diversifying your talent pool, versus looking at individuals who applied through less effective channels.

Travis Lindemoen
Managing Director, nexus IT group

Use a Standardized Interview Process

Companies should judge people on their credentials and achievements. If a company judges candidates during recruitment on their race, gender, beauty, or any other illogical thing, it’s highly unethical.

You can identify recruitment bias by using a standardized interview process. In this type of interview, an employer asks candidates the same set of questions for the designated position. It strongly minimizes biases in recruitment. We can fairly judge candidates based on their performance in the interview and the quality of their answers.

Don’t forget to set the questions according to the skills and abilities required for the particular job. This way, you can easily identify whether the interviewer is trying to discriminate. It is now a highly prevalent method of interviewing to avoid any unnecessary issues during the interview.

Saikat Ghosh
Associate Director, HR and Business, Technource

Do a Thorough Job Analysis

An effective approach to uncovering recruitment bias is to conduct a comprehensive examination of our job requirements and responsibilities. By gaining a clear understanding of what our positions entail and how performance is measured, we can pinpoint any potential biases in our hiring procedures. This vigilance enables us to eliminate discrimination and ensure that all applicants are evaluated fairly, regardless of factors such as their race or gender.

Kimberley Tyler-Smith
VP, Strategy and Growth, Resume Worded

Look for Patterns

This might sound bad, so please hear me out: but diversity isn’t just about goodness; it also is an incredible strategic advantage. For example, we actively review our recruiting practices nonstop, intentionally looking for patterns of new recruits.

If our engineers seem to reflect too many males, we go back over applications looking for females who might have been overlooked. This tactic has improved our skill sets and functional capabilities within the first year.

The old days of using “it’s just business” to rationalize building a company of people, all from one demographic, are over. Diversity is here to stay because it’s more than just good—it’s good business.

Shaun Connell
Founder and CEO, Credit Building Tips

The post 6 Ways to Identify Recruitment Bias appeared first on RecruitingDaily.

A Criminal Record Does Not Automatically Equal Dangerous

Let’s clear the air. It’s crucial not to assume the worst in someone simply because they hold a criminal record, but rather to keep well away from any discrimination and give them a second chance. A criminal record doesn’t automatically mean someone has a murder or theft conviction. They may have been charged with possession of marijuana, which is now legalized. They may have been part of a protest and ended up on the wrong side of the law.

There’s a strong wave of opinion promoting upping our efforts in second-chance hiring. We should be open to employing those with criminal records who find it tough to obtain gainful employment due to their criminal record status. However, the issue bothering many employers is the stigma associated with employing someone with a criminal record. Are we putting our current staff in danger? Are they trustworthy and reliable? Of course, much of this sentiment is a narrative playing out in the employer’s mind rather than the actual reality of the situation.

Why Pursue a Second-Chance Hiring Strategy?

Let’s divide this into two thought directions. One direction is more altruistically concerned, while the other deals with the positives of the second-chance workforce.

The Altruistic Mindset

Altruism is defined as a selfless concern for the well-being of others, even at risk or cost to ourselves. With the stigma around hiring those with a criminal record so prevalent, it does seem like there are risks to second-chance hiring. As humans, we do, however, like to give people a second chance and provide opportunities for those who find it challenging to find employment due to their circumstances.

It is important to point out that much research and gathered statistics point to the fact that most US citizens who are the not-so-proud owners of a rap sheet have yet to actually be convicted of a serious crime. They are perpetrators of misdemeanors, possibly even once-off moments many of us without criminal records have been through often but have managed to get away with.

Offering candidates a second chance because they deserve it is good enough. Of course, rigorous interview processes and screening, as you would for any potential employee, are essential.

A Potentially Motivated Workforce

Obtaining gainful employment is not easy for those with a criminal record. They have to work far harder to gain employment, and often, the job they get is below their skill level.

When you employ someone in this situation, they are more likely to be more motivated to keep their job, making sure they are an asset to the company. Previously incarcerated citizens or those with a bad track record tend to want to alienate themselves from their past. They are eager to build their careers and write a new, more positive chapter in their lives. As the employer, you will have an employee who is highly motivated and eager to learn and develop.

Just a quick online search, and you’ll find many success stories of second-chance employment candidates who have thrived and moved up through the ranks in a company. Let’s not be naive, though. There are, of course, many for who it has yet to work out, but isn’t this the case with any other potential employee?

Industries that Could Benefit from Second-Chance Hiring

It’s important that don’t see second-chance hiring as only trade and labor based. As recruiters, we should screen potential candidates based on their expertise, skills, and motivation. Many candidates with a criminal record have incredible intellectual knowledge and skills to add to the workplace.

However, there is still a deficit and many opportunities available in the labor sector. According to Federal Reserve Chairman Jerome Powell, about 3.5 million workers are “missing” from the workforce, nearly three years after the pandemic took hold of the world. There are opportunities aplenty, and embarking on a second-chance employment strategy could help alleviate the huge labor force deficit.

You know, the typical movie scenario. We’ve all seen it; the notorious hacker turns good and helps the government unearth the devious plots of the enemy with a few swift clicks of the computer keyboard. While this is part of the cinematic world, it could be a reality for many, taking skills used for ill gain and turning them into positives, adding value to businesses and, yes, governments too. Data capturing, research and many remote work opportunities could be an excellent fit for those who might not fair so well in a person-to-person office environment.

Second-Chance Hiring, Looking Ahead

The positives far outweigh any perceived negatives around second-chance hiring. With rigorous screening systems and interview processes in place and stigmas about criminal record holders put aside, there is an untapped workforce of just over 77 million eager to fill positions and grow in their careers. Second-chance hiring should be given the chance it deserves.

The post The Benefits of Second-Chance Hiring appeared first on RecruitingDaily.

Here are some LGBTQ+ books to add to your office collection:

Gender Outlaws: The Next Generation

“Gender Outlaws: The Next Generation” by Kate Bornstein and S. Bear Bergman – The narratives of transgender individuals have traversed from the fringes of society to the forefront, and now, contemporary genderqueer, nonbinary, and other sex/gender radicals are crafting an entirely novel world. Gender Outlaws, edited by Kate Bornstein, the pioneer gender outlaw, along with S. Bear Bergman, a writer, raconteur, and theater artist, compiles and contextualizes the work of this generation’s trans and genderqueer trailblazers. This collection showcases the fresh perspectives of individuals from a broad range of backgrounds, including those from the stage, streets, workplace, bedroom, and prominent publications worldwide. Gender Outlaws features a diverse selection of essays, commentary, comic art, and conversations that reflect the lives of individuals who embrace lives that break down barriers.

Simon vs. the Homo Sapiens Agenda

“Simon vs. the Homo Sapiens Agenda” by Becky Albertalli – Simon Spier is a sixteen-year-old who is not yet open about being gay and prefers to avoid any unnecessary drama, except when it comes to the school musical. Unfortunately, after an email falls into the wrong hands, Simon’s secret is in danger of being exposed for all to see. Now, Simon must learn to step out of his comfort zone, without jeopardizing his relationships, betraying his values, or losing his chance at love with the enigmatic and charming boy he has never met.

Becky Albertalli’s debut novel is a hilarious and poignant coming-of-age and coming-out story set in the twenty-first century, with a delightful geeky romance that will captivate readers. This novel is a knockout, and not to be missed.

Transgender History

“Transgender History” by Susan Stryker – In Transgender History, the author provides a chronological account of American transgender history, beginning in the mid-twentieth century and extending to the present day. Each chapter focuses on major movements, events, and written works within the field of transgender history. The book covers a range of topics, including the transsexual and transvestite communities in the post-World War II years, the emergence of trans radicalism and social change from the publication of The Transsexual Phenomenon in 1966 through the early 1970s, the era of identity politics from the mid-1970s to 1990, and the gender issues that characterized the 1990s and 2000s. 

Transgender History features informative sidebars that showcase quotes from major texts and speeches in transgender history, as well as brief biographies of significant figures. The book also includes excerpts from transgender memoirs and examines how transgenderism has been portrayed in popular culture.

The One Woman

“The One Woman” by Laura May – The saying “Right person, wrong timing” perfectly sums up Julie’s situation in Laura May’s book. As a graphic designer, she’s skilled at manipulating what’s beyond the naked eye, but her life with her boyfriend Mark is far from exciting. That is, until she crosses paths with Ann. Beautiful, successful, and oozing charisma, Ann ignites something in Julie that she can’t ignore. When they meet again in Barcelona, their connection is undeniable. But when tragedy strikes, Julie finds herself torn between her loyalty to Mark and her feelings for Ann. Will their love withstand the test of timing?

The Gay Revolution

“The Gay Revolution” by Lillian Faderman – Lillian Faderman’s The Gay Revolution offers a comprehensive history of the fight for gay and lesbian civil rights, chronicling the years of injustice, early struggles, heartbreaking defeats, and eventual victories beyond the imagination of pioneers in the gay rights movement. This book presents the most significant civil rights issue of modern times, and Faderman tells this crucial yet unfinished story with sweep, depth, and emotional intensity.

The narrative begins in the 1950s, an era when gays and lesbians were criminalized, psychiatrists diagnosed them as mentally ill, churches condemned them as sinners, and society subjected them to rampant hatred. Against this hostile backdrop, a few courageous individuals initiated the struggle for their rights, paving the way for revolutionary changes in the 1960s and beyond. Faderman covers the pivotal protests of the 1960s, the counter reactions of the 1970s and early 1980s, the decimation of the gay community during the AIDS epidemic, and the current challenges faced by those fighting for marriage equality. This book captures the dramatic accounts of passionate struggles that have made the gay rights movement an integral part of American civil rights history.

The Charm Offensive

“The Charm Offensive” by Alison Cochrun – Dev Deshpande has dedicated his career to crafting perfect love stories for contestants on the reality dating show, Ever After. However, his own love life has been less than ideal. When disgraced tech genius Charlie Winshaw is cast as the show’s star, Dev is tasked with getting him to connect with the contestants. Charlie is not the Prince Charming the show was hoping for; he doesn’t believe in true love and is awkward and closed-off. Despite this, Dev and Charlie begin to open up to each other on a worldwide tour, leading Charlie to realize he has better chemistry with Dev than with any of the female contestants. To find their own happily ever after, they must navigate the constraints of reality TV and determine whose love story will be told.

Stone Butch Blues

“Stone Butch Blues” by Leslie Feinberg – Considered a groundbreaking novel since its publication in 1993, this brave and original work provides the most insightful account of the intricacies of transgender existence. The central question surrounding Jess Goldberg’s life and identity is whether they are a woman or a man, a dilemma that engulfs them like a raging storm. Growing up in a blue-collar town in the 1950s with a different gender identity, Jess must navigate coming out as a butch in the bars and factories of the pre-feminist 1960s, and later deciding to live as a man to survive after losing their job and community in the early 1970s.

This powerful, thought-provoking and profoundly moving novel takes Jess full circle as they learn to embrace the complexities of being transgender in a world that demands simplistic explanations. The story of Jess culminates in a he-she identity emerging as a whole person, weathering the turbulence of life. This novel is a poignant portrayal of the transgender experience and challenges the societal norms of gender identity.

Expanding your Library

By adding these books to your office collection, you can create a more inclusive workplace and gain a deeper understanding of the experiences of LGBTQ+ individuals. It’s important to note that reading these books is not a substitute for actually listening to and engaging with LGBTQ+ individuals in your workplace. However, it can be a valuable tool for gaining knowledge and starting important conversations.

In addition to reading these books, it’s important to make sure that your hiring practices are inclusive of LGBTQ+ individuals. This means creating job descriptions that are gender-neutral and using inclusive language in job postings. It also means ensuring that your hiring process is free from discrimination based on sexual orientation or gender identity.

By taking these steps, you can create a workplace that is welcoming and supportive of all individuals, regardless of their sexual orientation or gender identity.

The post Diverse LGBTQ Books for Your Workplace Library appeared first on RecruitingDaily.

On February 16, 2023, Indeed published its results from a recent study about Black job seekers and employees.  Keep reading to understand what Indeed found and how these results may impact your recruitment efforts.

Close to Half of All Black Employees Are Considering Leaving their Jobs

In a shocking statistic, Indeed found that 49 percent of Black workers aren’t satisfied with their current job for two primary reasons:

• 43 percent of Black workers feel like they’re working in a hostile environment where they experience microaggressions from coworkers and leadership
• Employers and Black employees have a disconnect regarding diversity, equity, inclusion, and belonging (DEIB) efforts. In other words, Black workers want employers to prioritize DEIB initiatives while employers think they are prioritizing them. Clearly, there is a gap

Indeed noted that Black workers want to work for organizations that are transparent about salary (78 percent), where personal and organizational values align (63 percent), and that support a diverse leadership team (60 percent) while prioritizing their DEIB initiatives to the same level as Black employees’ expectations. Doing so would not only attract more Black talent, but it would also increase retention rates – something that’s not happening now.

DEIB Policies, Procedures, and Training Are in Need of Continue Improvement

While we’re definitely not implying that DEIB policies, procedures, and training haven’t been effective – in fact, the statistics prove that Black workers believe most DEIB initiatives are effective –  we do agree with Indeed that improvement is needed.

For example, here’s an issue. Black workers generally believe that their employers are “implementing DEIB initiatives with ulterior motives.” Further, 24 percent of respondents believe that DEIB efforts are “performative in nature.”

While this is concerning, the inverse is true. Just over 75 percent of respondents believe that their organization’s DEIB initiatives are effective and perhaps even more important, genuine.

So, How Do Black Employee Demands and Employer Actions Line Up?

With these baselines established, what are Black employees demanding from their employers?  Here are some DEIB demands identified by Indeed:

• 58% want pay transparency and equity
• 52% are looking for more worker flexibility to improve work-life balance
• 44% would like increased representation

On the other hand, the top three DEIB initiatives implemented by employers are:

• 64% of employers implemented diverse hiring practices
• 44% noted diversity committees
• 40% cited DEIB employee awareness events

The Cost of Not Prioritizing DEIB Initiatives

So, what is the cost of not prioritizing DEIB initiatives?  Indeed found that employers who fail to prioritize diversity, equity, inclusion, and belonging among all demographics are not only hurting their employees, but they’re hurting themselves – and their futures.

Fifty-eight percent of Indeed respondents “skipped applying to a job they would have otherwise been interested in because the company did not appear inclusive and/or diverse.”  Of those employees, 45 percent said they “experienced discrimination in the job interview process.”

But it’s not just Black employees that demand a DEIB-forward workplace culture. According to an Indeed & Glassdoor’s Hiring and Workplace Trends Report 2023, 62 percent of all U.S. employees – across all different demographics – would consider turning down a job offer or changing employers if their company – especially their manager – did not support DEIB initiatives.

DEIB initiatives are continually essential to attracting and retaining top talent. However, employers should take survey results – like these from Indeed – to tailor and tweak their current DEIB efforts, ensuring that they still positively impact Black employees now and in the future.

The post Indeed 2023 DEIB Report: Black Worker Trends – What Recruiters Need to Know appeared first on RecruitingDaily.

In our recent webinar, Diversity and Inclusivity to Attract Resourceful Candidates, Sophie Okonkwo, Global Talent Acquisition – Engineering EMEA at Microsoft, shared how to effectively implement diversity and inclusivity into your hiring practices.

To be effective, Okonkwo said D&I strategies have to be end-to-end in recruiting, starting with creating inclusive job descriptions. “I see some job descriptions that are repellant to candidates, using words that are not appropriate,” she said. “You need to use gender-neutral words.” She said to be careful about using phrases such as “strong candidates to work in a fast-paced environment” which can discourage potentially great candidates from applying.

Okonkwo also shared other D&I strategies in recruiting, such as:

• Improving diversity in sourcing
• Using blind hiring tools
• Sharing D&I employment practices
• Leveraging a screening framework for interviews
• Ensuring diverse representation on the interview panel
• Measuring and promoting D&I efforts

Okonkwo also emphasized the importance of investing in the next generation of diverse talents. “You cannot keep hiring out of the same pool if you are not replenishing that pool,” said Okonkwo.

Watch the webinar on-demand to get actionable tips on creating a diverse and inclusive end-to-end hiring process to improve business outcomes.

Watch Now

Other Upcoming Webinars

Hear from other top industry experts in these upcoming webinars:

Brian Fink’s Boolean Beginners Bash 2023

FEBRUARY 28, 2023 @ 2 PM ET
Learn how to Use Boolean operators, modifiers, search characters, and commands to create candidate searches with Brian Fink, Senior Talent Acquisition Partner at McAfee

Register

How to Design Meaningful Moments at Work

MARCH 7, 2023 @ 5 PM ET
New research on the state of connection, trust, and belonging at work and tips for creating meaningful moments for employees with Andrea Dumont, CMO at Enboarder and William Tincup, President at RecruitingDaily.com.

Register

How Pay Transparency Makes or Breaks Your Talent Attraction

MARCH 14, 2023 @ 2 PM ET
Learn how pay transparency is a good kind of change and how to use it to your advantage when attracting high-caliber talent.

Register

Sourcing Effectiveness: Benchmark Your Process for Strategic Recruiting

March 28, 2023 @ 2 PM ET
Learn how to create strategic benchmarks throughout your recruiting process to be a more effective sourcer with Todd Davis, Executive Talent Sourcing Researcher at ServiceNow.

Register

The post Webinar Recap: Diversity and Inclusivity to Attract Resourceful Candidates appeared first on RecruitingDaily.

However, diversity, equity, and inclusion (DEI) is hardly waiting in the wings. Qualified candidates (no matter how hard to find) still want to work at an organization that prioritizes DEI, and organizations want to continue attracting the right talent.

After all, DEI has served as a cornerstone for successful companies, helping to capture more customers, increase creativity and innovation, and realize more profits.

But it’s easy to pump up DEI and throw these terms around, but let’s dig deeper. What’s actually working and what isn’t when it comes to the job candidate life cycle – from sourcing to making an offer?

Keep reading to learn more about how DEI is working (and isn’t working) in the hiring process.

Where We Stand

Recently, Lever released its 2022 DEI Through the Recruiting Lifecycle Report, finding that Black, Hispanic, and Asian employees were more likely to report hiring biases than white employees. Further, 62 percent of employees felt they were interviewed only to check the diversity requirement.

With the U.S. population more racially and ethnically diverse than ever before, this is really unacceptable. So, are DEI initiatives just not working? Or is progress terribly slow?

Here are our thoughts on DEI’s role in sourcing and interviewing.

DEI & Sourcing

Sourcing has looked a bit different these past couple of years, with remote and hybrid working arrangements becoming a prime focus. But, to meet their diversity goals, recruiting professionals must continue to refine their sourcing strategies to ensure a diverse and inclusive workforce – no matter where employees work.

When creating a diversity sourcing strategy, recruiting professionals develop a process to find talent with diverse backgrounds, experiences, educational levels, geographies, genders, languages, disabilities, and so on.

However, we tend to think only of changing our language in job descriptions or ads. And, while using inclusive language in job descriptions or ads is critical, we can’t stop there – we need to look beyond this threshold DEI requirement when sourcing talent.

Here are three helpful tips on sourcing diverse talent (beyond job descriptions and ads):

• Recruiting professionals can diversify their talent pools by using LinkedIn as more of a refined tool rather than as a blanket announcement that you’re hiring. For example, you can filter when reaching out to prospective candidates on LinkedIn by finding candidates who identify as “she” or “their.” Additionally, you can use hashtags to narrow your search, such as “Black History Month,” “Pride Month,” or “International Women’s Day.”
• Encourage your minority employees to refer potential job candidates – after all, people tend to refer people similar to themselves. So, create an internal employee referral program where typically underrepresented employees can refer qualified talent like them.
• Target candidates where they gather (in-person or online). By reaching out to different sources, such as HBCU colleges or online platforms that attract different populations, such as theblackwomenintech.com or the Hispanic / Latino Professionals Association.

DEI & Interviewing

Prioritizing DEI doesn’t stop at sourcing, of course. It must be intentionally carried through the hiring process, and that includes the interview phase.

Unintentional bias can sneak into the interview process, wreaking some level of havoc on your carefully-crafted DEI program. However, how can we counteract these biases if we don’t recognize that we all unconsciously have them?

For example, the types of names we hear (or see on a resume or job application) can lead to unintentional biases. A recent study published by the National Bureau of Economic Research found that job candidates who have “distinctively Black names” have a lower probability of moving forward in the hiring process than job candidates with “distinctively white names.”

One way recruiting professionals can address unconscious bias is to standardize the job interview. In non-standardized interviews, there’s typically no consistency across the interviews, even if there is a general set of questions to guide the process.

In standardized (or structured) interviews, on the other hand, candidates are asked the same interview questions in the same order. According to Harvard Business School Professor Francesca Gina, standardized interviews reduce bias by “focusing on the factors that have a direct impact on performance.”

As we’re still in the first quarter of 2023, now is the time for recruiting professionals to re-examine their DEI efforts in the hiring process to see what’s working and what’s not. But don’t just depend on your own review. Talk to your job candidates. Request feedback after they are offered a position (and even for those who aren’t).

And, finally, look at your data. Understanding your hiring metrics is critical to revising and refining your DEI efforts when recruiting.

The post Unintended Impacts: Where DEI Is Working and Where It Isn’t appeared first on RecruitingDaily.

It’s no surprise why: neurodiversity hires have been found to benefit workplaces in myriad ways. Neurodivergent describes a person whose thinking is atypical due to their brain and mental makeup. These cognitive abilities are assessed on a spectrum. In a culture that increasingly favors diversity of perspectives, neurodivergent candidates contribute talents and skills workplaces may lack without their presence.

An increasing amount of people in the U.S. identify as neurodivergent, with some studies estimating that up to 15-20% of the country’s population is neurodiverse. This rise is, in no doubt correlated to increased awareness around autism and neurodivergent tendencies. The U.S.’s criteria for diagnosing autism, the Diagnostic and Statistical Manual of Mental Disorders, adapts as new studies are conducted. In recent years, more neurodivergent individuals, including children, have gained access to special government-sponsored programs as the manual has broadened to encompass them.

Attracting Diverse Candidates

Before interviews occur, companies are encouraged to advertise their desire to onboard neurodivergent employees on their career pages to attract candidates. The best way to achieve this is to create a mission statement that expresses your organization’s commitment to DEI. A candidate’s first contact with your company will likely be through the marketing department as they investigate your organization’s mission. The first impression your company should make is that all are welcome, including neurodivergent applicants. Candidates that are on the spectrum can be discouraged from applying to job listings that do not offer concessions based on physical and mental abilities. If adjustments can be made to the interview process or the job at hand, it is worth noting this in the job description, along with the DEI policy and stances your company stands by.

Neurodiversity can vary significantly between candidates. Recruiters are encouraged to adjust their hiring practices to not only attract neurodivergent talent but ensure the hiring process accommodates their needs rather than create obstacles to their success. One way to discover what works best for a candidate who self-identifies as neurodivergent is to schedule a short phone call where the recruiter can walk that candidate through the application process and inquire if any portion stands out as an obstacle for the candidate. For example, if the candidate flags they would have trouble with a Zoom interview, the recruiter can offer a phone interview instead.

Interview Processes Should be Accommodating

The key to this process’s success is to operate as though no two neurodivergent candidates are alike because they are not. First and foremost, recruiters and hiring managers should seek to understand each individual candidate, by asking about their preferences before proceeding. For instance, some candidates will likely thrive in an environment free from distractions. So, for in-person interviews – a quiet, clutter-free room will be best. Likewise, if multiple stakeholders are needed to sign off on a new hire, interviews should be conducted individually instead of in a group setting.

Multiple options can be offered to neurodivergent candidates for them to choose the one they are most comfortable with. A concession can be given to a neurodivergent candidate interviewing for a non-client-facing role if interpersonal skills are not a strong suit of theirs. In this case, an interview can take shape in a series of tests that evaluate the skills a candidate will need on the job while forgoing the added pressure of a face-to-face interview where their nature may hold them back. Asynchronous interviews can also be offered to allow a candidate to take their time with the process and present prospective employers with a version with themselves they are comfortable sharing. A written assessment can be given to applicants who express that their personality and skills will best be shared through a written medium rather than verbally.

Put Yourself in their Shoes

A little goes a long way in helping candidates feel seen and valued by prospective employers. This is especially true for neurodivergent talent, who have traditionally been overlooked when recruitment processes are built out. Hiring managers should take a step back and ask if their job listings and recruitment materials are truly inclusive to the most marginalized amongst us.

At the end of the day, the candidate who can perform a job’s duties should be hired, so questions and tasks should provide candidates the ability to demonstrate their capabilities. This can work in favor of a neurodivergent candidate who can excel at a technical skill but may have difficulty answering abstract questions in a formal interview.

If your company already has neurodivergent talent, this is an excellent opportunity to bring them into the process and get a first-hand opinion on what they found challenging about the hiring process or what adjustments could be made in the office to accommodate them.

The post Accessible Hiring Practices with Neurodivergent Talent appeared first on RecruitingDaily.

Implementing hiring techniques built on diversity and inclusivity will shape the way your team functions for the better.

Period.

This session is not about teaching you why. It’s about teaching you how.

Say Hello to Your Best Team Ever

Building diversity and inclusivity into your hiring ethics is more than meeting a quota or blindly following hiring trends to stay competitive. It should be woven into the core of everything you do. 

But our unconscious bias might be getting in the way of some seriously badass talent. 

Sophie Okonkwo, Global Talent Acquisition- Engineering EMEA at Microsoft, will teach you how to dig into the grit and implement diversity and inclusivity into your hiring practice to create resourcefulness, productivity, and an overall better workforce. Not just talk it up.

Watch and learn as Sophie shows us how to utilize the countless identifiers that make this world such a unique place to live in and turn them into a thriving workforce.

Some key takeaways:

• What’s different about hiring with a diversity perspective.
• Where to source for diversity and attract these talents.
• How you can set them up for success during the recruitment process.
• The role leadership plays in creating and enabling a truly diverse and inclusive workforce.

As much as we’d all like to fight for diversity and inclusivity just for the sake of equality, there are so many business benefits to building a team of multi-background individuals that adopting this hiring mindset is a win for everyone.

Why survive apart when we can flourish together?

The post Diversity and Inclusivity to Attract Resourceful Candidates appeared first on RecruitingDaily.

Start With Identifying Standards

The biggest misconception we have about identifying bias within a recruiting process is that we can easily spot it while we are in it. We usually spot bias in hindsight—or at the very least, after it’s too late to do something about it.

Identify bias by identifying standards for recruiting questions and evaluation metrics. Have hiring partners give anecdotal and quantitative scores and hold them up against predetermined standards and metrics.

Joey Price
Owner & Podcast Host, Jumpstart:HR

Look at the Outcomes

If your headcount is diverse, you are likely doing something correctly. If you continue to hire a homogeneous group of people despite interviewing diverse candidates, then no matter what process you are using, you’ll see your approach is off.

This is obviously a lagging indicator since the hiring has to be completed in order to reveal bias, but after a round or two of hires, you should be able to see whether your process supports a diverse team. It’s also important to be aware of unconscious biases in the recruiting process in order to avoid them, such as confirmation bias, affect heuristic, the halo or horn effect, affinity bias, conformity bias and gender bias.

In a competitive talent landscape, we can be quick to hire for fear of losing a great candidate, but snap decisions can lead to bias—even if it isn’t intentional! We need to take time to ensure the best fit and commitment to DEI.

Amy Spurling
CEO & Founder, Compt

Create a Clear and Structured Process

It is inevitable to be influenced by bias during the hiring process; however, if you begin by assessing the required skills and values your company looks for, it will help to strengthen the process.

Refrain from using excuses such as “the individual appears more motivated” or “the applicant will work well with the team” as a justification for hiring. If the groundwork is done and you remain consistent, that should be enough.

Carlota Montoro
International Talent Consultant, Independant Consultant

Use a Multi-modal Approach

Bias can easily infiltrate any recruitment process, as all people inherently have biases. To counteract this, a multi-modal approach is crucial in order to create an unbiased hiring process.

One option is to use structured interviews, where all candidates are asked the same questions and evaluated based on predetermined criteria. This can help to reduce the influence of unconscious bias and ensure that you evaluate all candidates fairly. Having a diverse hiring panel can also help to reduce bias in the recruitment process.

Even with structured interviews and a diverse hiring panel, there may still be instances of bias. Another way to address this is to use objective measures, such as skills tests or work samples, to evaluate candidates besides interviews. You can also use blind resume reviews, where names, addresses and other personal information are removed from resumes to prevent bias based on factors such as race, gender or socioeconomic background.

Cristina Imre
Executive Coach & Mentor for Founders, Quantum Wins

Examine the Beliefs that Shape Your Company

As an anthropologist, I recommend examining the power dynamics and the cultural values and beliefs that shape the organization. These dynamics and values often result in implicit biases in the recruitment process.

To identify bias, it’s crucial to regularly review and analyze the data and metrics related to the recruitment process, including demographic information and hiring outcomes. This analysis can reveal disparities and provide insights into where biases may exist.

Once bias has been identified, it’s essential to address it proactively through training, education and implementing strategies to increase diversity and inclusiveness in the recruitment process. This can include creating more diverse interview panels, using objective and standardized evaluations and promoting a culture of open communication and inclusiveness.

Matt Artz
Business Anthropologist, Matt Artz (Consultant)

Be Mindful of the Screening Process

One way to mitigate bias in the recruitment process is to be mindful of the language and criteria used to screen and select candidates. Automated screening tools can help to identify issues such as gender-specific language, that may cause discriminatory practices.

Once any biases have been identified, it is important to develop a plan of action to address them. This could include implementing fair recruitment policies, training hiring managers on unconscious bias and introducing diversity goals and initiatives. When communicating with hiring managers about candidates, be as gender-neutral as possible. Refer to the candidate as “the candidate” rather than saying “she” or “he.”

Tawanda Johnson
HR & DEI Consultant, Sporting Smiles

Employ AI Judiciously

Unconscious bias often happens in the recruiting process as teams innately gravitate toward candidates with similar characteristics and backgrounds, rather than focusing specifically on more objective information, like job-relevant skill sets and potential for success.

Because of the powerful nature of AI algorithms, hiring teams can mitigate bias during the interview and assessment process by matching candidate skills to job-specific roles to identify the best fit. Additionally, algorithms trained with protected class data can identify previously undetected biases, and once they are identified, they can be removed from the decision-making process. This is the case, of course, as long as the AI recruiting system does not introduce its own biases; we must employ AI judiciously and sparingly to mitigate and identify bias.

Eric Sydell
EVP of Innovation, Modern Hire

Review Percentages

I’ve been fortunate to have had a lot of candid conversations over the years with a lot of employers, recruitment process outsourcing companies and recruitment advertising agencies. Many of those conversations have centered on the efforts by some employers to reduce bias in their recruitment process in order to be more inclusive and increase the diversity of their workforces. However, many of the conversations have also centered on how to increase bias in order to be more inclusive and increase the diversity of their workforces.

Bias isn’t necessarily good or bad. Bias can mean increasing your outreach to under-represented groups in order to be more inclusive. If the employer believes that the existence of bias is leading them to be less inclusive and so they want to identify and then eliminate that bias, one of the best approaches is to first identify and measure the total addressable market and then compare that to your marketing funnel at each stage from top to bottom.

Steven Rothberg
Founder & Chief Visionary Officer, College Recruiter

Introduce Multiple Perspectives

Many candidates who have interviewed with large companies such as Amazon report they had to go through “rounds” of interviews with various managers across the company. This process reduces chances of favoritism, preferential treatment or other forms of bias, so I recommend considering introducing multiple managers from different areas to do “short-round” interviews with a potential new candidate.

Amri Celeste
Interview Coach, A Celeste Coaching

Educate on How to Recognize Biases

Unconscious bias is prejudice or stereotyping that can influence decisions without conscious awareness. Several types of unconscious bias may be present during recruitment processes, such as:

• affinity bias (the tendency to favor people similar to oneself)
• confirmation bias (the tendency to see information that confirms one’s beliefs while ignoring evidence that contradicts them)
• in-group bias (the tendency that people have to favor their own group above others).

To prevent unconscious bias from influencing recruitment decisions, organizations must take proactive steps. Companies should create a comprehensive hiring policy with concrete guidelines for DEI in recruitment, implement measures such as blind screening and standardized interviews during the selection process, provide DEI training on how to recognize unconscious biases and consider using outside recruiters who specialize in diversity recruiting.

Vivian Acquah
Inclusive Workplace Wellness Advocate, Amplify DEI

Identify Patterns and Develop a Bias Reduction Plan

Use blind recruitment techniques such as removing all Personally Identifiable Information (PII) from the resume screening process. Consistently use structured asynchronous video interviews with Whitebox Artificial Intelligence (AI) that is trained to be blind towards age, gender, ethnicity for a fair and objective assessment approach.

Also, use diverse interview panels and train your recruitment teams on the importance of diversity and inclusion. Once you have the data to identify any patterns or disparities in the recruitment process, develop a bias reduction plan, monitor progress and continuously review and update your recruitment process.

Sunny Saurabh
Co-Founder & CEO, Interviewer.AI

The post How to Identify and Address Bias in the Recruitment Process appeared first on RecruitingDaily.

A critical element of any DEI platform is developing an inclusive company culture, but this doesn’t mean putting up a few posters around the office and telling candidates that you value diversity. It means making your commitment to DEI integral to your company’s daily operations and building the infrastructure of support necessary to address the unique needs and concerns of all your employees – from recruitment to onboarding and beyond.

1. Make the Hiring Process Fair

Traditional hiring methods are notoriously prone to bias, which is why some diverse candidates even remove indicators of their race and background on resumes to secure interviews. HR teams can address this problem by making the hiring process more rigorous and fair with objective pre-employment assessments, structured interviews, and other effective hiring tools designed to mitigate bias. A 2021 survey found that the companies which provide the highest-rated candidate experiences conduct structured interviews almost 15 percent more often than average.

A commitment to fair hiring won’t just inspire confidence among diverse job-seekers – it will also help companies make more predictive hiring decisions.

The same principle applies to internal talent mobility, which is pivotal for employee retention. HR teams can use impartial assessments to determine which roles are available to employees, and they should encourage all employees to be advocates for themselves and welcome discussions about professional development and advancement. At a time when just 57 percent of women feel comfortable asking for a raise and many diverse employees believe double standards apply to them, recruiters and HR teams have to address concerns about equity directly.

Considering the fact that candidates are 74 percent more likely to refer others when they perceive the hiring process as fair, it’s clear that this should be a central focus for recruiters.

2. Meeting the Needs of a Diverse Workforce

The American workforce has never been more diverse, which is one of many reasons employees are placing a premium on flexibility. Diverse employees have their own unique priorities and challenges, and HR teams should provide benefits that are as personalized as possible. For example, most companies offer some form of PTO, but a 2021 survey found that there are significant racial, gender, and socioeconomic gaps in whether vacation time is used.

It’s no surprise that 81 percent of executives are adjusting policies to offer greater flexibility to their workforces. But what does this look like in practice? To take one of the most salient examples, companies should offer benefits that meet diverse employees’ individual needs. PTO is among the most common benefits companies offer, but some employees get more use out of it than others. For example, nonwhite employees report that they’re 19 percent less likely than their white colleagues to take all their vacation time in a given year.

HR teams should address these discrepancies by having an open, ongoing discussion with employees about the benefits that make the most sense for them.

Be Upfront with Candidates About Diversity

A Glassdoor survey found that over three-quarters of job-seekers regard diversity as an important factor when considering job offers. Diverse candidates are significantly less likely to apply to companies that lack diversity in their workforces, which means companies that are falling short on DEI are putting themselves in a weaker position to compete.

Just as recruiters should be upfront about the salary and benefits they offer, they should also be willing to have honest conversations with candidates about their DEI efforts. This will establish trust, demonstrate that your company takes DEI seriously, and show job-seekers that their opinions will count at work – a key component of employee engagement.

HR professionals have a responsibility to facilitate open dialogue about DEI issues across the organization, provide benefits and professional development opportunities that diverse employees embrace, and build hiring and onboarding processes with diversity in mind. These inclusive practices won’t just make all employees feel welcome at your company – they’ll also help you attract qualified candidates and improve retention.

The post The Top Three Practices Recruiters Can Use to Drive DEI Uptake appeared first on RecruitingDaily.

Since 1976, every U.S. President has designated February as Black History Month. This recognition is not limited to the United States. Other countries, such as Canada and the United Kingdom, also devote a month to celebrating Black histories. But is this enough? Simply put, no, it’s not. Especially in the workplace.

There’s no time like the present for companies to take an introspective look at their hiring, retention, and promotion practices to see if they’re prioritizing diversity, equity, and inclusion (DEI).

Keep reading to learn more about where we collectively stand with DEI in 2023.

The Current State of DEI Affairs

It’s been a tough few years.  From the global pandemic to the war in Ukraine to an uncertain economic future, employers and employees both have faced challenges in (and out of) work.

But what does that mean for DEI in the workplace?

According to a recent report by Workhuman, “2023 will begin with a test of organizational commitment to the day-to-day work of inclusivity, equity, and diversity.”  According to Dr. Meisha-Ann Martin, Senior Director of Research and People Analytics at Workhuman, leaders are often tempted to cut certain priorities in the face of a looming recession – and DEI may be one of those.

And, apparently, Workhuman isn’t alone in this prediction.

According to the 2023 Monster Work Watch Report, 11 percent of employers say that DEI programs are “among the first to go when they are forced to cut costs,” coming in third behind organizational events and bonuses. Additionally, only 5 percent of recruiters say that DEI efforts are among their top three priorities.

So, where does this leave us as we move forward in 2023?

Embracing Organizational Transparency Will Be Key to Attracting and Retaining Diverse Employees

According to Workhuman’s January 2023 index, employees are questioning their leaders’ commitment to DEI.

For example, the index showed that:

• 17.1 percent of respondents are concerned about their future at their employer because of the lack of diverse leadership and voices.
• 21.1 percent of respondents are “questioning the intentions” of their leaders around social justice issues.
• 32.8 percent of respondents claimed they would consider leaving their employer if their DEI strategy doesn’t improve within the first six months of 2023, with employees of color reporting the highest percentages.

These results should not be taken lightly. Clearly, employers need to re-think their communication and branding strategies around DEI as we head into the second month of 2023.

If employers want to distinguish themselves when recruiting and retaining employees, they should focus on transparency around diversity at all levels of the organization – from eliminating unconscious biases in the hiring process to (truly) supporting employee resource groups – and everything in between.

In other words, they must show their true commitment to maintaining a diverse and equitable workforce at every point of the employee journey. Here are three ways employers can demonstrate transparency in the workplace in 2023.

3 Ways Employers Can Demonstrate Transparency in the Workplace

• Prioritize Open Communication:  For DEI initiatives to be effective, organizations must foster a supportive (and accepting) environment for open communication.  This will not only result in honest conversations around DEI, but it will also build trust between employers and employees.
• Increase Your Diversity Hiring: Employers should continue to increase diversity in their talent pools. The more diverse candidates are, the more a company will realize increased creativity, innovation, and profits – helping to stave off economic uncertainty.
• Don’t Just Know the Numbers; Incorporate Data Into Your DEI Strategy: Understanding industry and company data is one thing.  Incorporating it into a company’s DEI strategy and holding them accountable to their goals is another.  And with the need for additional transparency, companies can use this data to build a “DEI strategy scoreboard,” helping to build visibility.

In 2023, employers must continue to prioritize DEI with visible action and accountable transparency. Doing so can help employers deliver positive outcomes in recruitment, retention, and promoting talent in what looks to be a challenging economic landscape.

The post Celebrating Black History Month with a Look at DEI in 2023 appeared first on RecruitingDaily.

Recruiters have the important task of finding, attracting, and hiring the most qualified candidates for open positions. However, if recruiters rely solely on traditional recruiting methods, they may end up with a pool of candidates that is not diverse. For example, relying on personal networks or targeting specific universities or job fairs can lead to recruiting candidates similar to recruiters or current employees, which can perpetuate homogeneity in the workplace.

Increasing Diversity In the Candidate Pool

To increase diversity and broaden the candidate pool, recruiters can adopt a number of strategies:

Broaden Recruiting Tactics

One strategy is to broaden the recruiting sources. This strategy could include posting job advertisements on various platforms, such as online job boards, social media, and specialized platforms that cater to underrepresented groups. Furthermore, going to career fairs and events that target underrepresented groups, and using online recruiting resources that focus on diversity help to widen the talent pool. 

For instance, a technology company could post a job opening on a platform that focuses on recruiting women in tech, or a company in the healthcare industry could attend a job fair targeted at people with disabilities. Expanding the recruiting sources can increase the chances of reaching a more diverse group of candidates.

Acknowledge Hidden Bias

Sometimes hard to admit, but you should be aware of unconscious bias in the recruitment process. This includes reviewing resumes and cover letters blindly in a way that personal identifying information is removed and using behavioral interviewing techniques that focus on a candidate’s qualifications and past experiences rather than their demographic characteristics. 

By using software that removes names and addresses or a separate team member to conduct initial resume screenings, recruiters can reduce bias from the beginning of the hiring process. And behavioral interviewing techniques that focus on candidates’ past experiences and qualifications will provide a more accurate assessment of candidates’ abilities.

Partner with Inclusion Groups

In addition, recruiters can partner with employee resource groups, community-based organizations, and non-profit groups dedicated to promoting diversity and inclusion in the workplace. These organizations can help recruiters connect with diverse candidates and provide resources and support for creating an inclusive workplace. 

By joining a group in the industry and attending their organized events, recruiters can further establish a partnership with a non-profit organization that focuses on helping individuals with disabilities find employment. Not only could if benefit your company but your community and yourself.

Make it an Integral Part of Company Culture

It’s not only about finding diverse candidates; it’s also essential they have an inclusive environment where they can thrive. Thus, diversity should be part of the company’s culture, making it easier to attract candidates to your job openings and retain them long-term. 

Companies could ensure that their recruitment process and hiring decisions are transparent and that their employee evaluations and promotions are fair and merit-based. This will create a welcoming and comfortable environment for all employees regardless of their backgrounds, improving team dynamics, leading to innovation and ultimately resulting in an improved bottom line for the organization.

Final Thoughts

It’s important to note that increasing diversity in the workplace is not only the responsibility of recruiters but the entire organization. Everyone should be committed to creating a diverse and inclusive workplace. By working together, recruiters and the organization can create an environment that values diversity and inclusivity and attract, retain and promote diverse talent.

Diversity and inclusivity is an ongoing journey that requires constant effort and commitment from everyone involved. As the workforce and society evolve, so must the recruitment process and the company culture. By taking steps to increase diversity, recruiters can not only help create a more inclusive and equitable workplace, but also help the company stay competitive and succeed in today’s globalized economy. Implementing a strategy built on diversity and inclusivity will shape the way your teams and company function for the better.

The post Breaking Barriers: How Recruiters can Promote Diversity and Inclusion in the Workforce appeared first on RecruitingDaily.

Implementing hiring techniques built on diversity and inclusivity will shape the way your team functions for the better.

Period.

This session is not about teaching you why. It’s about teaching you how.

Say Hello to Your Best Team Ever

Building diversity and inclusivity into your hiring ethics is more than meeting a quota or blindly following hiring trends to stay competitive. It should be woven into the core of everything you do. 

But our unconscious bias might be getting in the way of some seriously badass talent. 

We’ve invited Sophie Okonkwo, Global Talent Acquisition- Engineering EMEA at Microsoft, to teach us how to dig into the grit of how to implement diversity and inclusivity into your hiring practice to create resourcefulness, productivity, and an overall better workforce

On February 7th @ 2:00 PM ET, join in as Sophie teaches us how to utilize the countless identifiers that make this world such a unique place to live in and turn them into a thriving workforce.

Some key takeaways:

• What’s different about hiring with a diversity perspective.
• Where to source for diversity and attract these talents.
• How you can set them up for success during the recruitment process.
• The role leadership plays in creating snd enabling a truly diverse and inclusive workforce.

As much as we’d all like to fight for diversity and inclusivity just for the sake of equality, there are so many business benefits to building a team of multi-background individuals that adopting this hiring mindset is a win for everyone.

Why survive apart when we can flourish together?

These educational events are recorded, so if you don’t know if you’ll be around for the live session, you can still register now to get on the list for the recording!

The post Diversity and Inclusivity to Attract Resourceful Candidates appeared first on RecruitingDaily.