Taylor Root is committed to partnering with our clients in the development of their DEI strategy, recruitment processes and talent pipelining. Inclusive recruitment is the process of interviewing and hiring a diverse set of individuals through valuing different backgrounds, opinions and experiences.
Many clients we work with are not sure where to begin when creating an inclusive recruitment process. Here are some suggestions;
• Be mindful of the language used in job adverts and position descriptions. Is it inclusive and encouraging?
• The format and ease of applications should be considered from the perspective of all candidates that might be applying and any disabilities that they may have
• Widen your search. Rethink the factors that you screen for. A critical part of diversity recruiting is to always be questioning what traits you value most in candidates, why, and whether that’s based on your own bias or the hiring manager’s bias
• Educate your employees on unconscious and confirmation bias and teach them how to ask skills-based interview questions. Diversity and education training should be an ongoing process, not something you complete once to check a box
• Stakeholders involved in the recruitment process must understand and articulate your commitment to D&I – involve a diverse mix of interviewers
• Ask inclusive interview questions and ideally ask each candidate the same questions so that candidates can be properly benchmarked against each other, avoiding the risk of ‘halo recruiting’ or unconscious bias
• Consider blind interview questions for early stages in the process that will not identify the candidate’s gender, ethnicity or social mobility (amongst other aspects)
• To aid social mobility, assessment process should be aimed around abilities and skills rather than backgrounds
• Create goals, tangible actions and measure your results so you have accountability as you would in other areas of your business
CV presentation could be anonymised in different ways such as:
• Removing the name of the candidate and any identifying pronouns is a simple step to take, which removes the risk of any unconscious gender bias in CV selection
Removal of institution names
• Remove names of the institutions and replace them with general descriptive terms such as ‘University’, ‘Law Firm’, ‘Global Tech Company’
• This helps to focus on skillset and core competencies alone
• This option leaves only a person’s legal competencies on the CV
• You would trust that the candidate has been screened thoroughly and the outcome is that they are suitable for the interview
• The CV serves only to give interviewers a broad outline of who they will be meeting, in order to prepare for the interview
This article appears in our global in-house market report 2022 – click the link to download.