Make sure your employment site is accessible to everyone. Provide bias training to hiring teams. Add inclusion to your employer's brand. Use tools that keep candidates interested.
Counteract the “Like Me” Bias: Create Inclusive Video Interviews. The inclusive hiring process actively recognizes diversity and encompasses a wide range of qualities and perspectives that candidates bring to the organization. It's not simply about recruiting people from underrepresented backgrounds or with disabilities in an effort to check a box. Instead, inclusive hiring practices aim to level the playing field for all applicants in order to combat biases in hiring and any form of discrimination.
The hiring manager and the human resources team must first agree on the value of diversity, or else, this inconsistency will be reflected in the way their statement is positioned and written. Establishing “soft quotas” is the best way to start the diversity campaign. The long-term vision is that this will take root and go from being just practice to becoming the culture of the company. Prospective candidates may not always be aware of the level of exaggerated opportunities available in a position, and this would discourage their application in the first place.
Use language succinctly and effectively to underscore the company's commitment to diversity, equity and inclusion. The following recommendations for creating an inclusive interview process are based on research conducted by Harvard Business School professors and collaborators from Harvard Business Review. If you only focus on creating an inclusive hiring process, but ignore your company's culture, employees who don't fit a homogenous mold will feel dissatisfied when they enter their new positions. These five best practices (plus additional advice) should be just the starting point of your inclusive hiring process.
Practicing inclusive hiring can help your team grow efficiently, create happier employees, build strong teams, and help your organization outperform the competition. The results of your inclusive hiring process go far beyond the job offer: they can affect your organization in many ways, good and bad. While having some guidelines can be helpful, if you follow them too strictly, you may be hurting your chances of finding a good employee. It's crucial for your organization that you choose a tool that provides you with the processes and systems you need to create an inclusive hiring process.
Now more than ever, it's crucial for companies to create a culture of diversity, equity and inclusion. We tend to recruit people who are more like us or, in other words, to hire the same type of people, following a comfortable pattern. Below, nine members of the Forbes Council of Coaches share their best tips on how companies can adjust their hiring practices to create a more inclusive workplace. Focusing on skills rather than direct experience allows your organization to include different backgrounds and perspectives in the interview process.
Inclusive hiring practices strengthen companies' reputations, attracting talent in a competitive market. When your team can adjust the tool to fit your unique and specific needs, you can create a job application process that encourages inclusion and diversity. One way to ensure that your AI hiring tool encourages diversity in workplaces is to offer personalized options. .
