4 tips show how organisations can better implement DEIB into hiring process
As more employees put a greater premium on diversity, equity, inclusion, and belonging (DEIB) efforts in choosing their next employer, it is important that organisations to commit to these strategies in order to recruit more talent, according to a new report.
Recruitment is a good starting point in showing off organisation's DEIB measures, as the hiring process is often seen as the window to an organisation.
To build DEIB into recruitment efforts, Humanforce offered four different tips that employers can implement.
First is to review recruitment channels, especially those that are not delivering jobseekers from diverse backgrounds.
"The scope of these channels will encompass recruitment agencies, social media, your own website, industry bodies, etc.," the report read.
Creating a diverse review process is the second tip, according to Humanforce, explaining that the process should involve a range of stockholders in the initial screening process.
"It follows that the end result will be more informed and balanced selection outcomes," the report read.
The third tip is to consider blind recruitment, which the report described as the "ultimate way to mitigate bias in decision-making" because it removes identifying features, such as the applicant's age, gender, ethnicity, or name.
The final tip is to use a structured interview process that has the exact same list of questions in each interview in the same order.
"This allows each candidate to demonstrate their skills and aptitudes equally and puts everyone on an even playing field," the report read. "An unstructured interview, on the other hand, with different questions asked and an inconsistent candidate experience, makes comparisons between candidates trickier."
But beyond recruitment, the report underscored that representation of talent within the organisation is also an essential driver of inclusion.
"Companies should focus on advancing diverse talent into executive, management, technical, and board roles," the report read. "They should also consider which forms of multivariate diversity to prioritise (for example, going beyond gender and ethnicity) and set data-driven targets for the representation of diverse talent."
Investing on DEIB strategies is just one way to beat the talent crunch. Read more about the other measures in this free report.
