How can you make your recruitment process more inclusive?

The most underrated feature is to avoid masculine words such as "outstanding skills in xxx", "high proficiency in xxx technology", "high level of xxx", or "extremely passionate about xxx". Such wording scares many potential applicants, especially from underrepresented groups. This approach leads to decrease of applications as potential candidates don't feel confident in applying for the positions with high requirements. Elimination of these words and usage of softer ones contribute to increase of diversity within organisation

Use inclusive language in job descriptions to appeal to a wide range of candidates. Focus on the essential skills and qualifications needed for the job rather than unnecessary requirements that might exclude qualified individuals.

Transform your recruitment process with inclusivity! Start by crafting unbiased job descriptions, removing language barriers. Utilise diverse hiring panels to ensure varied perspectives. Leverage blind recruitment techniques to focus on skills over personal details. Foster an inclusive workplace culture by promoting diversity in leadership. Embrace accessible interview formats for all candidates. It's not just about hiring; it's about building a team that thrives on diverse strengths. #InclusiveHiring #DiversityWins

Actively engage with diverse communities, organizations, and networks to broaden your talent pool. Attend events and conferences that focus on diversity and inclusion.

Create an unbiased interview process: Train your interviewers to recognize and avoid unconscious biases. Use structured interview questions that are relevant to the job requirements and avoid making assumptions about candidates' abilities based on their background or appearance.

Develop a standardized set of interview questions to ensure consistency across all candidates. This helps minimize the impact of subjective judgments and biases.

Include a diverse group of interviewers to reduce the impact of individual biases. This sends a message that your organization values diversity at all levels.

Establish a feedback system for candidates to share their experiences during the recruitment process. Use this feedback to continually improve and address any issues related to inclusivity.

With all the recruitment technology now available, a lot of decision making is made not made a human. We are instead presented with a list of pre-filtered candidates. It is a great time-saving tool, however if we trust this as correct, it can often be at the expense of good candidates. A monthly QA-style audit review of all system-rejected candidates can be conducted where a human set of eyes scans all rejected candidates. The goal is that you find no great candidates that were filtered out. If you do, you can look at what you need to tweak in your system settings so similar cases are not rejected in the future.

Flexible Work Arrangements: Consider offering flexible work arrangements or accommodations during the recruitment process to cater to candidates with diverse needs. 8. Establish Partnerships: Collaborate with diversity-focused organizations, schools, or communities to build relationships and attract diverse talent. iversity Metrics and Goals: Set measurable diversity and inclusion goals for recruitment efforts. Regularly track and analyze data to assess progress and make informed decisions. Support Employee Resource Groups: Encourage and support employee resource groups that promote diversity and inclusion. They can offer insights into the recruitment process and help attract diverse talent.