Diversity and inclusion matters to the workforce of the future, it was one of the biggest objectives of 2018 and this is only looking to increase in 2019 as more and more data shows that diversity and inclusion is correlated to value creation and a company’s profitability.
Although many companies are striving to foster a diverse and inclusive workplace for their employees, many are also still struggling to understand what they can be doing different, leaving recruiters and talent leaders in a difficult position. According to LinkedIn’s Global Recruiting Trends 2018 report, the biggest barriers to improving diversity have been identified as:
38% Finding diverse candidates to interview
27% Retaining diverse employees
14% Getting diverse candidates past interview stage
8% Getting diverse candidates to accept the offer
Data-driven decision making is the key. With the above statistics, we have been able to formulate 4 proven ways you can overcome unconscious bias and make hiring more equitable for all candidates.
1. Begin with a diverse hiring team
Lead by example and ensure that your hiring team consist of many diverse people and viewpoints. Not only will the candidates feel more comfortable but you will also have unique experience from each of your hiring team members
2. Optimise your job description - inclusion is key!
This is often overlooked even though it is so simple to implement. Biased wording can send subtle messages to candidates, and can therefore deter some of them from applying.
Here are some pointers to keep in mind:
Use gender neutral language (they should, they will)
Use clear, direct and simple language (prepare weekly summary reports)
Assess your posting for inclusive language
Refine job descriptions and qualifiers so that only the most relevant are presented to applicants. Keep in mind that men will apply when they meet only 60% of a job’s qualifications, whereas women generally won’t apply unless they meet 100%. Challenge your organisation to find out which screening qualifications really matter or how to use flexible requirements instead.
3. Expand your talent pool with Video Interviewing
Studies have confirmed that factors like years of experience, education, and lapses in employment are some of the worst predictors of employee performance. Screening candidates based on skills and attributes instead of these less predictive factors will build a more diverse labour pool.
So what does predict success on the job?
Candidates record answers to a structured question set at a time that suits them, and recruiters and hiring managers can review the responses at their convenience. This allows you to consider more candidates since all qualified applicants can take a video interview.
Since all candidates answer the same questions, you create a more objective and fair evaluation process that ensures consistency in hiring decisions. Vieple Video Interviewing empowers you to cast a wider net and evaluate candidates more fairly.
Reimagine your recruitment processes and apply data-driven decision making to overcome unconscious bias. Consider video interviewing to expand your talent pools and provide candidates with a more fair, structured interview process.
To hear about how Vieple can help you on your mission, contact us today!