How To Prioritize Diversity And Inclusion In Recruitment?

According to a recent Deloitte survey, 80% of respondents stated that inclusion is a key factor when selecting an employer. Companies with diverse staff backgrounds consistently outperform those with less diversity in their workforce. Therefore, clients increasingly partner with recruiters who reflect a commitment to diversity and inclusion in their recruitment. However, how to prioritize DEI in recruitment??

Keep reading to explore steps for inclusion recruitment and improve client satisfaction.

Unconscious Bias in Recruitment

Unconscious bias can greatly affect decisions throughout the recruitment process. These biases often originate from cultural, social, or personal factors, and can affect everything from resume screening to interview evaluations.?

Addressing these biases is essential for creating a fair and inclusive hiring process.

• Opt for ongoing training to recognize and reduce biases. This training should cover various types of biases, such as affinity bias, confirmation bias, and the halo/horns effect.
• Implement standardized processes, like structured interviews and uniform evaluation criteria to lessen the impact of unconscious bias.
• Utilize technology, such as AI-driven tools for assistance in identifying and mitigating biases at different stages of recruitment

Strategies to Prioritize Diversity and Inclusion in Recruitment

Follow these best practices to ensure an inclusive recruitment process.

Creating Inclusive Job Descriptions

• Use inclusive language, avoid unnecessary jargon, and focus on essential skills and qualifications to avoid discouraging diverse candidates from applying.
• Evaluate whether certain requirements are truly necessary or are unintentionally excluding qualified candidates.
• Avoid gender-coded language and phrases such as "rockstar" that may not resonate with some candidates and discourage them. Opt for neutral language that appeals to a broad audience.
• Describe the essential and desirable skills. Prioritize the must-haves while keeping the list concise and manageable.
• Ensure job descriptions are accessible to all, including those with disabilities. Use simple language to ensure everyone can understand and engage with the job requirements.

Escape The "Culture Fit" Dilemma

• Shift the focus from finding candidates who fit the existing culture to those who can contribute new ideas and perspectives.
• Prioritize candidates who can enrich the organization's culture with their unique backgrounds and experiences.
• Implement structured assessments to gauge how candidates' values and behaviors align with the organization's diversity and inclusion centered culture.

Implement Blind Recruitment Strategies

Blind recruitment helps reduce biases by removing personally identifiable information from resumes during the initial screening phase. This allows recruiters to focus solely on a candidate’s skills and qualifications, rather than factors like gender or ethnicity.

• Introduce systems for anonymous applications, where names, genders, and other identifying information are removed to ensure fair evaluation.
• Include skills-based assessments and work samples into the screening process to objectively measure candidates’ suitability for the role.
• Utilize recruiting software that automates the removal of identifiable information from resumes and applications.

Leverage Technology to Promote Diversity and Inclusion

• Utilize applicant tracking systems with diversity tracking capabilities. These tools enable recruiters to monitor the diversity of applicants at every stage of the recruitment journey.

Integrate AI tools into the recruitment process to analyze job descriptions for biased language, suggest inclusive alternatives, and assist in screening candidates based on objective criteria.

Explore the use of VR assessments to evaluate candidates' skills in a simulated environment. VR technology provides an immersive and unbiased assessment experience. In addition, it helps:

• Reduce the influence of subjective biases.
• Enhances the accuracy of candidate evaluations.
• Ensures diversity and inclusion in recruitment.

VR assessment uses immersive technology to create scenarios that mimic real-world job situations, giving recruiters a deeper understanding of a candidate's skills, behaviors, and potential

Engaging with Diverse Professional Networks

• Build connections with diverse professional networks, industry associations, and diversity-focused communities to expand your talent pool.
• Actively participate in diversity-themed events and conferences to enhance your organization's visibility and connect with diverse talent communities.
• Keep in touch with local community organizations that support underrepresented groups to establish a presence and attract diverse talent.

Also Read: 8 Recruitment Communities Every Recruiter Should Join

Conclusion

Recruiters act as key agents in creating inclusive workplaces by understanding the challenges and integrating diversity and inclusion in recruitment. Through diversity and inclusion jobs, recruiters can help organizations tap into a wider talent pool, and enhance employee satisfaction, and innovation.

Contact BPO Wizard to learn how we can help you build a more inclusive and innovative workforce. Schedule a free consultation today.