LaunchPad's Kirstie Kelly discusses the essential steps to incorporating new technology and processes and becoming a more inclusive employer.
At the Job Post’s Talent Leaders Connect (TLCon) conference a few weeks ago, I presented alongside Travis Perkins’ Hannah Litt on the importance of equality in the recruitment process, as well as on how HR and recruiters can use video interviewing to eliminate bias in employee searches.
I’m going to round up my thoughts here, so even if you weren’t at TLCon, you should consider some of the things you can do to stay inclusive, whatever your particular challenges or specific type of business.
Whether you’re looking to introduce a new policy for recruitment, or you just need some tips before presenting to senior management, I hope this guide can provide some direction!
Using Technology to Boost Inclusivity
Adding technology to the recruitment process, such as video interviewing, mobile services, automation, or data analysis, is an excellent way to streamline employment procedures.
It enables recruiters to spend more time with the right candidates, get to know them better, and ensure that they really do represent the best talent for the job.
This will facilitate higher quality hires, and staff turnover will likely decline as better-suited employees are selected for available positions, ensuring both a happy staff and a satisfied and successful company.
Using technology will also reduce the time to hire, as skype screenings and telephone discussions aren’t nearly as time- or resource-intensive as in-person interviews. Furthermore, since only the right candidates will get to the interviewing stage, recruiters won't waste time talking to the wrong people.
Additionally, since screening candidates over video before inviting them to a selection centre ensures you're only inviting top-class applicants, you won’t need to establish as many selection centres, and you’ll also save money on travel and other expenses as a result.
Forbes predicts that by 2020, more than five billion people will be using the internet around the globe, and over half of these will access the internet via tablets and smartphones. Consequently, mobile recruitment processes will become a non-negotiable aspect of the industry. If they don’t factor into your strategy, you risk seeming unattractive to the majority of candidates. And if you’re an agency, you won’t engage clients who understand that having a mobile presence is an essential part of the contemporary business world.
In a nutshell, recruitment and HR Technology must be geared towards ethical, fair, and traceable employment practices. Video interviewing does exactly that, reassuring candidates that you manage a diverse workforce and an inclusive hiring process, while also generating other bonuses that could save the company time and money.
Taking Tech Out of the Equation
If, however, you’re not quite ready to move straight into video interviewing, there are other practices you can employ now to weed out exclusivity and bias.
Customising your candidate experience doesn’t have to cost a small fortune. It could just mean personally emailing candidates when they’ve applied, letting them know they haven’t been successful or, conversely, that you want to invite them along for a phone or face-to-face interview.
This is an example of personalising the conversation - you don’t have to make everything about the job. Learn about your applicant as a person, and use this information in future followups. Make notes during any calls or face-to-face meetings that you can use in future communications. You will likely be doing this anyway for internal purposes, so make sure to use this information when you communicate with candidates as well.
If you’re testing new processes or technology, proceed cautiously so you don’t introduce any new biases. Ensure that you randomly select candidates, and that they come from a variety of backgrounds. Put diversity and inclusivity at the heart of all aspects of the recruitment process.
And before you roll out any new procedures, make sure to sell the concept internally. Without approval and agreement from the rest of the organisation, you’ll likely struggle to implement these changes effectively.
Even if you’re not directly responsible for a hiring decision, it’s still beneficial to stay in touch with how it’s all going - both because you’re testing out a new process, and because you want to ensure diversity factors into every new hire. And don’t be afraid to advise, but also allow those making the ultimate decision to remain an integral part of the process throughout.
Finally, track the results of any new procedures and ensure you can use these results to build an ROI-positive case for the organisation. This may prove the difference between institutionalising a novel but more effective strategy, and the company deciding to abandon the new system and revert to its old ways.
Taking This One Step Further
LaunchPad Recruits is now taking tech one step further to help recruiters and HR make the recruitment process a fairer game. By using its Signal algorithm and working with occupational
psychologists, our new technology, Validate, will ensure consistency when using video assessment decision-making.
Furthermore, the technology will normalise reviewers’ scoring and provide a framework for removing subjectivity, inconsistency, unconscious bias, and adverse influences from the interview process.
Additionally, the new product will generate visibility of a reviewer’s performance, providing actionable feedback to support training and improving the hiring team’s performance.
Request a callback to find out more about how you can make inclusivity a central pillar of your hiring process.
(Main image credit: GotCredit/flickr)