4 Best Practices for Diversity & Inclusion in Recruitment
Diversity and inclusion are more than just fashionable business buzzwords; there is considerable evidence that they bring huge benefits to your business. Culturally diverse teams bring a wider range of experience, creativity and approaches to problem-solving, and when they feel included, employees work harder and show a greater degree of loyalty. And of course, having a reputation for diversity is a boost to your company brand.
Your business’s approach to diversity and inclusion begins at the hiring stage, so here are four best practices for making sure your recruitment policy is diversity-friendly.
Avoid Bias During Interviews
However personally committed we may be to equality and diversity, we all have personal biases, be they positive or negative, and these can affect our attitude to candidates before we’ve even met them. Interview bias can be avoided - or at least minimised - in two key ways.
Firstly, going into interviews ‘blind’ - ie having seen the candidate’s experience and qualifications but not their name, photo or any other possible cultural indicators - is one good way to ensure that every candidate begins with a clean slate. You can use various HR software solutions to achieve this or brief your recruitment company or staff to make sure the CVs they give you are as free as possible from cultural indicators.
Secondly, having a standardised interview process and a defined list of questions and challenges helps reduce bias and ensures that all candidates are treated equally. Remember, you’re looking for the best person for the job, not the person you happen to like the most!
Examine Your Company Culture
You may think your company promotes diversity and inclusion, but is it possible for you to do more? Taking an objective look at your company’s culture and hiring practices can help you see where you’re falling short. Talk to employees from different ethnic, gender or ability backgrounds and find out how the hiring process was for them, and how included they feel, and where they think the company might improve. Look at the wording of your job descriptions, and make sure it is appealing to all cultures or genders. And set diversity goals - for example, you might want to increase the number of women hired by your company by 20% in 2020, or you may wish to create more opportunities for disabled candidates. Setting these goals focuses your mind on what needs to change in your company’s culture for them to be achieved.
Assess Candidates’ Strengths & Weaknesses
Ultimately, recruitment is all about hiring the person with the right skills, personality and strengths for the position, and removing cultural bias from the process helps you focus on this process. A blind CV/resume should convey what the candidate’s skill set is without planting any bias in the recruiter’s mind. And using the right personality test can help you quickly identify who has the right skills and mindset for the position you’re hiring for.
Many agencies that hire staff from multicultural backgrounds use the Uchida-Kraepelin Test, a simple and unique number-based test that is completely free of any cultural, ethnic or linguistic baggage and which has been used for over 60 years by Japanese recruiters as a means of assessing candidates’ aptitude for the job. It is considered to be one of the best tools for hiring foreign workers as it is not affected in any way by linguistic ability, and focuses purely on job-related skills. Using such a test gives you a very clear insight into a candidate’s aptitude for your position.
Hire Recruitment Experts
If you really want to make sure your recruitment process is promoting diversity and inclusion, the best solution is to hire a recruitment firm with solid experience of recruiting for diverse workforces. Recruitment experts can provide you with an analysis of your company culture and where you can make improvements in terms of inclusion, and put together a recruitment process to help effect this. They can screen candidates and ensure that the CVs they send you are free of any cultural signifiers, and they can also provide effective personality tests such as Uchida-Kraepelin to ensure you’re hiring based on ability rather than cultural bias.
Achieving genuine workplace diversity and inclusion doesn’t happen overnight, but in our globalised and connected economy it’s becoming increasingly essential. Removing the bias from your hiring process will help you build the team you need and ensure that all employees, regardless of culture, gender or physical ability, will feel fully included and engaged in your company’s mission.
At Pasona Thailand, we have more than 40 years of experience in recruitment and we can that help you increase your chances of finding the very best talent. Contact us now for more information.