Many private and public sectors are focused on increasing staff diversity. A diverse workplace benefits employers and employees. If inclusion is a goal, then posting ads on a diversity job board is essential. To get the most out of job boards, there are a few things to avoid when recruiting candidates.
1. Using Exclusionary Language
It's popular to use slang or edgy jargon in job descriptions. The drawback is that personality-specific words can exclude qualified candidates. Instead, use neutral wording because it allows you to cast a wider net for jobseekers. During the later stages of the recruitment process, you can assess whether a candidate is a good fit for your business.
2. Downplaying the Recruiter's Role
Recruiters have a major impact on the hiring process. Hiring the best candidates requires an unbiased assessment from recruiters. Relay the importance of diversity and inclusion to stakeholders and hiring managers. As a recruiter, equip yourself with the following:
- Data
- Case studies
- Suggestions
When you present this information, emphasize the advantages of onboarding workers regardless of their race or gender. Additionally, make sure all your documentation and ideas align with D&I best practices.
3. Lacking Transparency
It helps when everyone involved in the hiring process is on the same page. There must be a clear picture of how candidates are recruited, screened and hired. Be upfront about the hiring methods so there is no perception of biases based on ethnicity or gender.
4. Offering Biased Salaries
There are pay disparities in the job market. Often people of color and women get paid less. Even if these professionals accept a lower salary, making a low-ball offer isn't ethical. Instead, make salary offers that align with a jobseeker's value.
5. Having Extreme Demands
Unrealistic expectations hinder your diversity and inclusion efforts. Sometimes education and experience demands don't match a job role. For instance, requiring an advanced degree for an entry-level position is impractical. Keep qualification demands realistic to broaden the talent pool.
6. Focusing Only on the Numbers
There's more to building a diverse company culture than relying on statistical data. Think beyond checking a gender or ethnicity checkbox. Consider the individual's unique qualities, perspective and background.
7. Underutilizing Technology
There are several recruitment management tools, social media platforms and apps that can help you weed out biases. Technology is no replacement for the human factor. However, it can make your diversity recruiting more effective.
Ramp Up Your Diversity Recruitment
Avoiding mistakes with your job postings is a viable step toward diversifying your workforce. Start on the right foot. Attract top candidates with a winning employment listing. Contact us now to learn more.