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Millennials and Gen Z value working only for companies that recognize, support and celebrate their diversity.about 62% When potential employees realize that a company does not offer inclusion, they will turn down job opportunities. With this in mind, the most effective way to retain current employees is to implement inclusive recruitment.
Read: Don’t be an “average” company—the power of prioritizing your team’s happiness
What is inclusive recruitment?
Inclusive recruitment is more than just recruiting marginalized communities and people with disabilities to meet certain criteria. It involves providing a level playing field for everyone, regardless of their qualities and abilities. This means there is no bias or discrimination from the moment the job is advertised to the shortlisting and recruitment process.
Benefits of Inclusive Recruitment Practices
The best part is about Inclusive recruitment is that it benefits both the candidate and the company. Without bias, potential candidates can demonstrate their skills and employers have the information they need to make informed decisions. On the other hand, companies that are process aware become more productive and are able to achieve their goals effectively. Both employees and customers have confidence in it, and it improves the relationship between the three.
9 steps to make recruiting more inclusive and accessible
If you want to take your company to the next level, start with inclusive recruiting. Here’s how to achieve this.
1. Develop a diversity and inclusion policy
The first step is to rebrand your company to make it clear that you recognize and promote inclusivity. Potential recruiters and the public should know that you advocate for non-discriminatory recruiting practices. They should also learn about this through your DEI (Diversity, Inclusion and Equity) statement and resource groups.
Read: Unleashing the Power of DEI—Building Better Programs for Business and People
2. Provide training to your recruiting team
Unconscious bias awareness training should also be a goal for every company. Every member of the recruiting team should be trained on the importance of inclusion and know how to implement it. This way, no one is discriminated against because of their gender, race, background or ability. Throughout the recruiting process, everyone has a fair chance.
3. Ensure inclusive job descriptions and accessible websites
you know your Language in job descriptions Will it impact your inclusive recruiting efforts as well? To combat this, make sure all job ads are simple and fair. At the same time, adjust the company website to make it easy to navigate and accessible to people with disabilities.For example, you can use Color contrast for people with visual impairmentsprovides keyboard access for those who cannot use a mouse, and provides video subtitles for those with hearing impairments
Read: The Ultimate Guide to WordPress Accessibility and How It Can Enhance Your Platform
4. Rethink your recruiting requirements
Rather than making a long list of qualifications required for the job, consider narrowing it down to highlighting only the most important skills needed in the job ad.If the bar is too high, talented applicants will be easily rejected because it scares them, especially if they Disability life.
5. Allow applications in different formats
For many talented people, the only thing holding them back is not knowing how to apply for jobs based on their physical abilities. Therefore, as a company, it helps design applications in various formats so that they can be easily applied by people with visual, hearing and other physical disabilities.
6. Flexible to meet different needs
Promoting diversity starts with adapting the application to interview and recruitment process to suit individual needs. For example, you can encourage applicants to use videos or complete tests instead of submitting resumes. Additionally, you can ask the candidate if any adjustments are needed at any step to make them more comfortable.
7. Design and conduct inclusive interviews
Unconscious bias can occur during the interview process. To eliminate this, it is crucial to create a conducive and relaxed interview process for candidates. It starts with the selection of group members and the types of questions asked. It also helps prepare in advance and adds more time to the interview.
8. Provide flexibility
Another way to show that a company values diversity is by offering flexibility in work arrangements. Consider encouraging arrangements such as telecommuting, part-time work, and compressed working hours to make the work environment more comfortable based on people’s needs.
9. Measure and improve your efforts
Making small changes every day to your recruiting process and daily operations can go a long way, but it doesn’t happen overnight. Since it is gradual, a way should be found to measure whether it is effective. For example, consider reaching out to candidates to ask them how they felt about the entire process and making any necessary adjustments to make the recruitment process fair.
David started Be Accessible because he is passionate about website accessibility and ADA compliance. He has spent much of his career creating websites and mobile applications for financial institutions. He earned his MBA from the University of Regina in Salvador, Rhode Island. David is an advocate for creating web interfaces that everyone can use. He enjoys recording music and playing football with friends.
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