Promoting diversity and inclusion in the workplace has many benefits, from greater employee retention, happier staff and improved revenue. In addition, inclusivity allows your business to represent the communities you market to and access valuable perspectives and experiences. To create an inclusive workplace, you must first make your interview process more accessible. Keep reading to find out how.
Starting the recruitment process
It’s important to make the hiring process inclusive from the beginning – starting with the job description. First, consider your company values and what you would like the person in this role to contribute to the business. From there, think of three non-negotiables for the position description and be flexible on the rest. Aim to avoid intimidating wording, including excessive jargon.
Have an open mind about the candidate’s previous experience. There is always an opportunity to provide training and upskill the applicant. However, their values and commitment to the organisation will likely stay the same.
Take away the candidate’s name, location and age to remove unconscious biases.
Resumes and cover letters only sometimes portray a person’s experience and skills, especially if the role doesn’t include writing. Phone screening the candidates will give you a better idea of their communication and excitement.
Phone screening also allows candidates to ask questions about the company and the role before continuing with the interview.
Be mindful of how you can sell your culture and organisation to get people excited about working for you.
Inclusive interviewing
Before setting up the interview, ask the candidate what setting would allow them to be the most confident. By allowing them to choose what they’re comfortable with, you will get the best version of the person.
Some options include:
- Online via Zoom, Microsoft teams etc.
- In a casual setting such as a coffee shop or park
- Professional environments such as the office or meeting rooms
Offering choice benefits the candidate and proves your organisation’s values of inclusivity from the get-go.
Check whether the candidate needs a translator or any other assistance. For example, they may have mobility requirements, so ensure the interview spot is accessible.
Get the hiring manager involved with the interviews so the candidate can build a relationship. Then both parties can ensure their values, personalities, communication styles, and role expectations align.
Starting the role and beyond
Now that you’ve found the perfect candidate, continuing to communicate is key. Ask your new employee how they would like to complete the induction. Maybe they would like to do it alone or with another employee. Can you personalise it to suit their strengths?
Check with them to see where technology or office modifications may help them excel in their role. For example, would you benefit from working at home? Can you easily and safely access all your equipment? What can we do to help you succeed? Continue to have these conversations as the role evolves and progresses.
Notice training gaps in other business areas and see if additional training is needed so everyone can support and understand each other.
Employers must walk the walk and talk the talk by following through with their commitments. Continue to build trust, communication, and respect.
How can WISE Employment help?
Partnering with companies like WISE can make hiring more inclusive, accessible and diverse. Working with WISE opens up a bigger talent pool and allows employers to experience different recruiting styles.
WISE offer free recruitment services at every point of the process, from creating role descriptions to interviewing and training and modifications post-hiring.
Contact your local WISE office or register a job vacancy to chat with our team about finding the perfect candidate for your business.