3 Best Practices For Inclusive Online Recruitment
The above picture is of a man in a wheelchair wearing a suit and shaking the hands of another man.
The way companies hire new talent has evolved significantly.
Of course, that’s because of technology and society’s continued digitization.
With the rise of online job portals, organizations now have access to a vast
pool of potential candidates spanning different backgrounds and experiences. In
fact, a fifth of the total number of hires
worldwide were from job boards.
However, it's not enough to simply post job openings online
and hope for the best. Inclusive online recruitment has become an essential
aspect of every company's hiring strategy. It makes sense, as such a practice
often results in access to a wider talent pool, improved employer brand, and
even savings by avoiding lawsuits from failing to meet ADA compliance and other standards.
So, are you looking to enhance your recruitment process and
make it more inclusive? If so, keep reading and explore some of the best
approaches to inclusive online recruitment below.
1.
Use
Inclusive Language in Job Descriptions and Postings
One of the best practices when it comes to inclusive online
recruitment is using inclusive language in your job descriptions and postings.
What does that mean? It’s about avoiding gendered or biased language that may
unintentionally discourage certain individuals from applying. Confused? Check
out these strategies:
·
Remove
any unnecessary gender references: Instead of using terms like "he" or
"she," opt for gender-neutral pronouns like "they" or use
job titles that are inclusive, such as "sales representative" instead
of "salesman" or "saleswoman." Basically, avoid assuming
the gender of the reader.
Additionally, replace overly
masculine or feminine language with more neutral alternatives. For example,
instead of using brave or aggressive, use courageous or confident instead.
· Highlight commitment to diversity and inclusion: If needed, don’t hesitate to clearly communicate your organization's commitment to diversity and inclusion within the job description. Just emphasize that all qualified individuals, regardless of their background or identity, are encouraged to apply. Basically, let them know that it doesn’t matter if they require good color contrast due to visual impairments or if they graduated from a community college and not a university; they could submit an application.
It might seem a small thing, but using inclusive language in
job descriptions is actually a powerful step toward creating an inclusive
recruitment process. It helps to remove barriers and ensures that all
candidates feel valued and welcomed.
2.
Optimize
Job Listings for Accessibility
Inclusive online recruitment isn’t only all about the
language used in your job listing and description. Another way to do it is to ensure that everyone, regardless of their abilities, can access job listings
and application processes. We’ve mentioned some people’s need for color
contrast, right? Another way to make them feel welcome is by publishing job
listings that are optimized for accessibility. Here’s what you can do:
·
Provide
alternative text for images:
Are you familiar with alt text? It provides a text-based description of an
image, allowing individuals who use screen readers or have visual impairments
to understand the content.
·
Use
clear and easy-to-read fonts: Avoid using overly decorative or stylized fonts that may
pose challenges for individuals with visual impairments or reading
difficulties. Also, ensure the font size is appropriate and can be adjusted, if
needed, to accommodate different preferences or accessibility needs.
·
Ensure
compatibility with assistive technologies: There are now assistive and accessible technologies available, such as screen readers
and screen magnifiers. Is your website or the online portal you’re using for
your job listings compatible with these accessibility tools? Make sure that you
test it, and if not compatible, find a way to make it work to ensure all
candidates have a seamless experience.
Optimizing job listings for accessibility is, of course,
more than creating a more inclusive environment that welcomes candidates with
diverse abilities. It also ensures that you’re meeting legal requirements.
Remember ADA compliance and other regulatory standards that protect the rights
of people with disabilities?
3.
Implement
Blind Hiring Practices
Inclusive online recruitment also means reducing bias when
it’s finally time to do initial screening. It’s called blind hiring, and
involves the following:
·
Removing
identifying information during resume screening: When reviewing resumes or
applications, remove any information that may reveal a candidate's identity,
such as their name, gender, age, or ethnicity. Why do this? It helps to
mitigate unconscious biases that can influence decision-making and ensure that
individuals are assessed solely based on their qualifications and experience.
·
Conducting
skills-based assessments:
If you haven’t yet, shift towards conducting skills-based assessments, such as
tests, projects, or simulations, to evaluate candidates' abilities objectively.
Doing so allows you to focus on evaluating competence and potential without
being influenced by factors like educational background or work history. Just
be sure to develop clear criteria and rubrics to ensure a fair and consistent
evaluation process.
·
Utilizing
technology for unbiased evaluations: Just like how you utilized technology for job posting,
feel free to use it during the hiring process, too. Applicant tracking systems
can automatically redact personal information, ensuring that reviewers only see
job-related qualifications. Video interviewing software can additionally allow
for anonymization, presenting candidates without revealing their identity to
reduce biases even further.
Inclusive recruitment means focusing on skills and
qualifications rather than personal attributes. And that’s what blind hiring is
all about.
Takeaway
As you embark on your inclusive recruitment journey,
remember that diversity and inclusion aren’t just buzzwords but valuable assets
to the success of your organization. By embracing a diverse workforce using the
best practices and strategies discussed here, you can harness the power of
different perspectives and experiences, driving innovation and creativity.