How do you make inclusion in the hiring process front and center in your organization?
For potential employees, the hiring process is often the first way they are introduced not only to the company itself but also its human resources team and the potential leader(s) they would work with as part of the team. The hiring process overall can be a stressful period, one in which both interviewers and interviewee are evaluating each other for fit. When a company is not fully aware of how to center inclusion in the hiring process, what is a challenging process can turn into applicants self-selecting to not pursue a role due to insensitivities, perceived lack of diversity and overall negative impression of the company. Fortunately, there are several strategies companies can integrate in the hiring process to ensure a positive and inclusive hiring process.
The traditional hiring process - creating the job description, posting to job boards and sites, perhaps working with an internal or external recruiter, bringing in candidates for a series of interviews, and ultimately providing an offer to the best candidate - is familiar to most who have worked in professional environments. Inclusive processes begin before the job description is created, and come from the organizational culture and example set by leadership.
Both in human resources and within the department requiring a new employee, inclusivity requires that leaders think beyond the traditional process to pinpoint opportunities to ensure all qualified candidates are reviewed and the process is as open, fair and equitable as possible. Leaders should be able to clearly define what diversity and inclusion practices are applied at their company and how it’s measured. Without a clear understanding from leadership, inclusion in the hiring process can be a non-starter.
With a clear go-forward from leadership, the hiring process centered around inclusion begins. Best practices include:
As outlined above, centering inclusion in your hiring process requires forethought and consistently being aware of how a company’s processes, team members and tools can hinder or help. Companies like Pinterest are setting the standard for thoughtful and deliberate leadership on inclusive hiring, and with planning and support throughout the company, we can all meet and surpass their example.
Want to know more about how you and your current employees can improve inclusion in the hiring process? Sign up to rate, review and take surveys on your experiences as an underrepresented professional at www.kanarys.com today.
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