Make sure that job applications ask for appropriate information. Use resumes blindly in the selection process. Fair hiring is based on the legal policies of the United States Equal Employment Opportunity Commission (EEOC). This body declares it illegal to discriminate against an applicant (or employee) on the basis of “race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 years or older), disability, or genetic information of that person.
The purpose of the EEOC is to provide a level playing field for all candidates who apply for a job. As such, the language of a job advertisement that searches for “recent college graduates” may violate EEOC protections for candidates over 40, depending on the specific advertisement. Most importantly, fair hiring can lead to a more diverse workforce, which has several tangible and intangible benefits. Companies that have diverse and inclusive workplaces have been shown to have lower employee turnover due to greater employee engagement.
This means that your hiring costs are much lower. In addition, organizations that are in the top 25% in terms of ethnic and cultural diversity were 36% more profitable than those in the bottom 25%. Equity in the selection process is the first step in creating a more diverse workforce and achieving the innovation, employee engagement, productivity and financial success that come from an inclusive company. Move toward fair hiring with these six fair hiring practices.
Fair hiring practices benefit from diverse hiring teams. Start by creating an employee panel to oversee interview processes. A hiring panel gives you a way to bring more perspectives to the process. Fair and objective hiring offers tangible business benefits, such as higher completion and acceptance rates, employee retention, and productivity.
A hiring process is a step-by-step method for finding, recruiting, and hiring new employees. A good hiring process will help you attract and retain high-quality employees who match your brand. The specific elements of a hiring process are unique to each company, but there are general steps that every company can take to attract and hire qualified candidates. Comprehensive programs go one step further, automating the entire onboarding process and providing your new employee with all the training and materials they need.
This causes many business leaders to wonder how to ensure that hiring and selection processes are fair in their organizations. It turns out that the candidate's perception that the hiring process will be fair and objective has a direct impact on their overall efficiency and on their ROI. While the specific steps in your hiring process should be unique to your company (and sometimes even the vacancy you're hiring for), most hiring processes include 10 basic steps. The relevance of each element of the application process for the position in question, the consistency of the tests and the quality of communication at each stage help the candidate to perceive how “fair” a hiring process is.
And remember that if a candidate reveals that they have a disability and makes a reasonable request for accommodations, you cannot refuse to hire them on this basis. A study conducted by Leadership IQ found that new employee failures can be due to faulty interview processes. Add in the non-monetary costs of wasted time, productivity and morale, and it's clear why companies invest so much in solving flaws in the hiring process. First, an AI-based skill assessment is scored using machine learning, which eliminates the bias of the human unconscious from the process.
Hiring software that provides analytics gives you information on how your hiring process works and where you can improve. One of the best ways to hire quality candidates is through referrals from current employees or people in your network. You can answer specific questions that new candidates have asked you, or ask your current employees what questions they had before they were hired. Most hiring professionals think about hiring objectively from an organizational perspective; biased decision-making can bias results, meaning that they end up with inadequate hires, loss of employees and, ultimately, a decline in productivity and revenues.
The software can't make wise decisions about who to hire, but it simplifies the relevant keywords in a resume, aligning candidates with the needs and desires of your company. It's a good idea to periodically evaluate your hiring process to ensure that it continues to work for everyone involved and complies with the latest hiring laws. .
