Growing your talent pool can be a fun and fulfilling experience—who doesn’t want to see their company succeed?
However, it’s not as easy as it sounds.
It’s the 21st century, but outdated hiring processes are still in practice today. Some companies willfully discriminate against applicants due to prejudiced beliefs.
If you think discrimination in recruitment doesn’t exist, wait until you see the facts online.
Did you know that almost one-third of job applicants in the United Kingdom were turned down because of their age? You may want to review your recruitment process to find out if your company has such practices. Is your process discrimination-free, or does it need to be updated?
If you’re going to grow your talent pool, you better do it right. It’s the right thing to do, and you’ll save yourself from potential legal troubles and public shame. Lawsuits are expensive, and they can incur the loss of reputation and trust from clients, consumers, and workers. A discrimination-free hiring process will give your company a good name and access to more talented people.
Put your best recruitment foot forward, and follow these foolproof non-discriminatory tips:
For best results, follow an interview script containing appropriate and relevant questions. You’ll be able to gauge their skills and competencies a lot better if you ask the right things. Don’t go for loaded ones and just get straight to the point!
This practice ensures fair assessments for each applicant. It eases tensions during interviews since the questions are relevant to the job at hand.
Some questions are best left unasked, especially if they’re irrelevant to the jobs in question.
Should you need to ask personal questions, respectfully ask applicants and make sure that you’re asking because it’s somehow related to the job. When delving into criminal records, be objective and professional. Gather information in a respectful way before passing judgment.
The blind CV approach started in 2015, intending to make interviews less biased. It involves recruiters assessing applicants solely on their CVs, eliminating any discriminatory element in the process.
Because of this practice, candidates feel more encouraged to submit their CVs to the companies they want. And like what was said earlier, you get to avoid costly lawsuits and add extra brownie points in the PR department.
Data-driven approaches fare better than subjective ones, especially in recruitment. It becomes all the more critical if you’re holding panel interviews. You can do this by using team fit as a basis for hiring a specific pool of candidates. Use online platforms like data collecting software for added accuracy.
This is a no-brainer! Your choice of words and how you say them send a message and influence an applicant’s decisions. As a professional, your communication skills should be up to par.
We hope these tips encourage you to refine your recruitment tactics for a more inclusive workplace. Good luck!