The phrase creating an inclusive and diverse workplace may be the most frequently used phrase by HR professionals. Your first step in creating a diverse workforce is to make sure that your recruitment efforts produce a diverse pool of candidates. When hiring people, the ultimate goal is to find the right talent that will perform well within the company's culture.
We all want candidates who have the right qualities to lead to high performance. However, we also want them to come from diverse backgrounds. Many corporate leaders want to create a more inclusive work environment from a social responsibility perspective. However, diverse groups are often more competent, more successful, and more productive than teams that are monolithic. We as leaders have a compelling business and principled reason for recruiting diversity and inclusion.
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These are some of the major steps that will help you create such a list.
Increase candidate sourcing.
A larger candidate pool is essential for the outreach and search process. Recruiters must reach a broad range of qualified candidates. Recruiters should invest in tools that can source qualified candidates from all backgrounds. This will allow for a wider range of passive candidates.
Remove bias from your recruitment process.
You can eliminate bias from your current process by establishing a diversity program for recruiters. This will allow for a wider discussion about diversity in all aspects of candidate qualification. This training program will ensure a more inclusive recruitment process.
Make an objective assessment of the candidates.
A list of skills and/or competencies candidates must possess in order to be qualified to work as a recruiter is essential for assessing them. This assessment should be considered a strategic part of the recruitment process. Candidates who have diverse skills, experiences, and opinions will be a benefit to the entire team.