They are the first point of contact for the talent pool and a bridge between the latter and organizations. Recruiters have a pivotal role, not just for the underrepresented talent seeking equitable opportunities and representation but also for organizations looking to optimize diverse talent.
On March 9, marked as Recruiter’s Day, we look at five ways recruiters can amplify diversity measures by organizations.
Know why diversity is important: To ensure diversity in hiring, you must know why it is valuable. Understanding the goals and objectives of the organization and following metrics for shortlisting, conversion rates, and acceptances will result in augmented processes and approaches.
Use inclusive language: The job description is the first aspect of the recruitment journey for candidates. Women apply for roles only when they meet all the requirements in the job description, but men go for it even if they fulfill 60% of them. Ensure that it is devoid of any gender stereotypes or assumptions. Avoid adjectives that slant towards one gender. Words like competitive, strong, and aggressive can discourage women from applying.
Filter bias: It is natural for human beings to act as per their biases. Non-conscious biases or implicit biases make recruiters judge aspects that may not indicate the candidate’s skills or capability. One way to avoid biases based on region, age, gender, etc. is resorting to blind applications that mask these details and only focus on the skills and qualifications.
Stick to structured interviews: Unstructured interviews result in varying results and may not offer accurate bases for assessing candidates. Instead, having a structured and standard set of questions for the roles can help derive markers that make selection unbiased.
Cultivate empathy: Understand the perspectives of the candidate and empathize. A diversity candidate, say a second-career woman wanting to re-enter the workforce, may not be available for a personal interview or detailed call at short notice. Instead of giving them the time slot, ask if they will be available. Enquire about the reasons for the break and check their readiness to re-enter rather than assuming they are ready. Empathy helps build connections in the organization.
With DEI becoming everyone’s responsibility, it is only natural to embed it in the recruitment stage.
