Businesses have been slacking when it comes to diversity and inclusive hiring. Here’s how to start 2021 on the right track.
The start of the new year is a great time to reflect on the successes and shortcomings of your business, as well as strategize your top-level priorities for the year ahead. With the past year seeing an optimistic rise in discussion about inclusive hiring, it’s no wonder why upending age-old recruitment processes is one of the most prevalent goals for the new year.
But for resource-strapped hiring managers, what does this really look like? How can we collectively make our outreach, interviews, and offers more inclusive to attract a diverse range of applicants?
From reevaluating job postings to considering blind résumé services, here are four things every business can do in 2021 to hire more inclusively.
1. Take note of your digital biases.
With the past year seeing more Zoom and teleconferencing calls than ever before, virtual first interviews are becoming more and more standardized across industries.
With the added conveniences of not having to leave your home office, this also comes with new challenges and biases that you must be wary of.
From prejudging a candidate on the basis of their messy background or home to being distracted and dissuaded by loud roommates or family members, take stock of your digital biases before you connect with a candidate. If you need a reminder during the process, try having a sticky note on your laptop or desktop with the top five nonfactors you shouldn’t be evaluating (background, noise levels, appearance, etc.).
2. Reevaluate job postings.
When it comes to the actual copy of your job postings, every detail matters. Before you start your hiring efforts for the first and second quarters, read your postings with a fresh set of eyes and see if there is anything you can change, include, or exclude that could make the posting more appealing to a wider range of candidates.
From adding equivalencies (years of experience for a certain degree or certification) to cutting out gender-specific pronouns, find ways to cater to a wider audience. When in doubt, feel free to run your postings by a colleague.
3. Consider different screening processes or résumé systems.
While self-reflection and assessing our own biases is a great first step, it isn’t always enough. To combat internalized or unknown biases, consider different screening processes or résumé systems.
Having a blind résumé process, in which all identification details from your candidates’ résumés and applications are removed, helps your team evaluate solely on the basis of skills and experience. Talk with your recruiter and go through the pros and cons of a tool like blind résumés, and see if it’s right for your company.
4. Redefine your organization or brand.
Do you want to attract diverse employees, talent, and clients? It starts from addressing the diversity gaps in your own organization.
If possible, have a diverse team behind your hiring. From résumé selection to the interview process, having diverse voices in the room when evaluating new talent is vital to starting an inclusive hiring process this year.