Below are tips to ensure you\u2019re hiring diversly and retaining a diverse workforce.<\/p>\n
Write job ads that are inclusive<\/p>\n
Use inclusive language to appeal to a wide and diverse audience. Avoid using gendered terms, and where possible, don\u2019t list job requirements that exclude certain demographics.<\/p>\n
Research has shown that women are less likely to apply for a job if they do not meet all listed requirements. As a guide, list only essential requirements.<\/p>\n
You can learn more about writing job ads in our Ultimate Guide to Hiring in 2023 <\/a> .<\/p>\n Consider implementing aspects of blind recruitment<\/p>\n Sometimes unconscious biases impact the recruitment process, and we\u2019re unaware of it.<\/p>\n To eliminate these unconscious biases, consider blind CVs. Remove or hide any personal information that can give away the candidate\u2019s identity, such as their name, date of birth, address, and school.<\/p>\n Alter company policies to be more inclusive<\/p>\n Read your existing company policies and think about how these include diverse employees. Could they be improved?<\/p>\n Consider if you have an Equal Employment Opportunity policy and a workplace harassment policy with a specific subsection for discrimination based on gender, race, sexuality, age, and religion.<\/p>\n Offer flexible and remote working arrangements<\/p>\n There are candidate segments that require flexible or remote working arrangements. This could include parents of young children who need to work flexible hours or people who live in remote communities that are unable to travel to work in the office.<\/p>\n Create an inclusive company culture<\/p>\n Your workplace needs to be a safe space for people from minority groups and accept and celebrate all diverse backgrounds.<\/p>\n Create an inclusive culture by running diversity training sessions. Educate your employees on different cultures, gender inclusivity, the LGBTQIA+ community and more. Give your employees regular opportunities to share their diversity with their colleagues.<\/p>\n Carefully consider what type of person do you want working for you in this role based on the skills and experience they can bring to the table.<\/p>\n Let\u2019s say you\u2019re looking at two resumes for the same position. Both are ideal candidates, so how do you choose between them?<\/p>\n Consider the following:<\/p>\n Think about what is non-negotiable and what is nice to have. Weighing up characteristics and qualities this way will make it easier to compare applicants.<\/p>\n Once you\u2019ve set your criteria, you’ll have a clear idea of who you’re looking for and find it much easier and faster to write the job ad and position description.<\/p>\n During candidate shortages, your chances of finding a candidate that matches every single requirement are slim. This is where transferable skills come in.<\/p>\n Transferable skills are core, non-job-specific skills that are useful in almost any role. Take a skill for what it is \u2013 don\u2019t attach it to the person\u2019s current role title.<\/p>\n For example, a Financial Analyst may possess some skills that could cross over with the skills of a Quantity Surveyor. Yes, the person might come from a different industry and would need some training, but many of the analytical and financial skills are already there.<\/p>\n Candidates with transferrable skills tend to thrive in their new positions and quickly learn any specific skills required for the job. Introducing an employee from another industry also helps to bring new perspectives to your team, which is great for sparking creativity and innovation.<\/p>\n Check out our guide <\/a> to learn what transferrable skills you should look for in candidates.<\/p>\n When you\u2019ve exhausted traditional talent pools that may have worked for your business in the past, alternative candidate pools might solve your problems.<\/p>\n Alternative candidate pools are a lesser-known source of candidates who can bring a number of benefits to your business. They are candidates who come from industries you may have never considered hiring from or have a different experience from the usual candidates you\u2019re targeting.<\/p>\n By exploring alternative candidate pools, you\u2019ll find candidates who may not meet the job requirements when it comes to education and industry experience but will have transferrable skills and bring new perspectives into your organisation. The other benefit is that many of your competitors are less likely to hire from these pools, so competition for these candidates could be lower.<\/p>\n Our guide <\/a> touches different candidate pools you could explore to find your next recruit.<\/p>\n Compiling a list of top candidates after each stage of the process is a great way to eliminate unsuitable candidates.<\/p>\n Generally, you\u2019ll shortlist candidates after checking resumes, shorten that list after phone screenings, shorten it again after interviews, and again after testing. Then, you’ll need to perform reference checks on the final few before choosing a candidate to offer the role to.<\/p>\n Don\u2019t be too picky!<\/p>\n Creating a shortlist rather than disregarding all but one applicant will give you a better chance of filling the role with the right person. Your great candidate might get snapped up by another employer, reject your job offer, or they might even find that their circumstances have changed.<\/p>\n When this happens, you\u2019ll have to go back to the start of the hiring process, and by this time, your initial applicants may have already secured other roles.<\/p>\n You\u2019ll also need to consider whether every skill or the number of years of experience is really necessary. You might be able to offer training to candidates with the right attitude and culture fit. It\u2019s much easier to teach someone new skills rather than shift their attitudes.<\/p>\n If you’re looking for a specialist to partner with to overcome the market challenges, contact our team <\/a> today to learn how a tailored recruitment solution could help you recruit diversely.<\/p>\n If you’re looking for hiring advice in 2023, take a look at our hiring guide <\/a> below.<\/p>\nHow do you define who you’re looking for without being discriminating?<\/h2>\n
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Search far and wide and include candidates with transferrable skills<\/h2>\n
Further widen your search into alternative candidate pools<\/h2>\n
Create a candidate shortlist and narrow down your candidates<\/h2>\n
How to create and use shortlists<\/h3>\n
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