The Importance of Diversity and Inclusion in the Recruitment Process

When it comes to diversity and inclusion in the workplace, companies are starting to realise just how important this process is within their recruitment practices. And as the world becomes more and more diverse, an inclusive workforce brings in fresh perspectives, new ideas and scope for innovation, all of which are beneficial to a businesses bottom line.

Promoting diversity and inclusion can also help to attract, and more importantly, retain, top talent.

Recruitment agencies play an important role in the hiring process, and now more than ever it is essential they are prioritising inclusion and diversity. This will aid in attracting a wider pool of candidates, and creates a more inclusive workplace. In this blog we’ll look at the importance of diversity and inclusion within the recruitment process and we look at how recruitment agencies can better promote and advocate for it.

Candidate Experience

Making diversity and inclusion a priority in the recruitment process can improve the candidate experience. Surprisingly, 78% of candidates report never being asked for feedback following the hiring process – this is a wasted opportunity to gain valuable feedback.

Now, did you know that 59% of candidates have turned down an offer because of poor candidate experience. Ensuring you are offering a positive candidate experience is crucial to attracting and retaining top talent.

Here are 7 tips to help ensure you’re offering the best candidate experience possible:

• Ensure that all job descriptions are written clearly, Remember to use neutral language that doesn’t deter different groups of applicants (e.g.: using masculine descriptions in a role requiring an engineer)
• Making the application process as straightforward and simple as possible is key
• Following up with your candidates earlier on in the process aids in a positive candidate experience. Being clear with your communications lets the candidate know what to expect. This can reduce the feelings of being ‘ghosted’ by the recruiter
• Give your candidates an overview of what to expect in the interview. This is applicable for video or face-to-face interviews
• Update them as soon as is possible. We understand how difficult it is to inform a candidate they’ve been unsuccessful, but letting them know early gives them a chance to progress with their job search. This also provides a great opportunity for open and honest feedback (from both client and candidate alike)
• Keep track of your applicants effectively and systematically, especially if you’d like to consider them for future vacancies
• Be open to giving, and receiving, feedback

Diversity and inclusion within the recruitment process, and within the workplace, is increasingly becoming more and more important when it comes to the candidate experience. When a candidate sees a company that values and promotes diversity and inclusion, they are far more likely to accept a job from said company.

Hiring Biases

Promoting diversity and inclusion can help recruitment companies identify and address any biases in the hiring process. Biases often occur when recruiters or hiring managers favour candidates similar to themselves, or make assumptions based on a candidate’s race, gender and ethnicity. These biases can be addressed by implementing a standardised recruitment process, training consultants on unconscious bias and monitoring diversity metrics.

Protect your Reputation

Companies that prioritise diversity and inclusion are often viewed more favourably by potential employees, and by promoting a more diverse and inclusive hiring process, you inevitably end up building a stronger brand reputation. This gives you a competitive advantage in the hiring market.

When it comes to the recruitment process, diversity and inclusion are crucial components that need to be prioritised.

By prioritising this, recruiters can improve the candidate experience, identify and address any bias and build a better brand reputation, all resulting in a more inclusive workplace.

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