It is imperative to be intentional and thoughtful about diversity and inclusion in the hiring process. By auditing the recruitment process, and taking steps to address potential biases, companies can create a more inclusive workplace and attract a wider range of talent. Here’s an exercise that can help companies assess the diversity and inclusivity of their hiring process. It involves reviewing a sample of job postings and assessing them for language, tone, and content that may discourage certain candidates from applying.
This exercise can help companies identify and address potential biases in their hiring process. For example, job postings that use masculine language or emphasize physical requirements may discourage women from applying, while postings that emphasize technical skills may discourage candidates from non-traditional backgrounds.
It is important for companies to take a proactive approach to diversity and inclusion in their hiring process. This can include developing a diverse candidate pool, training hiring managers to recognize and address biases, and creating a welcoming and inclusive workplace culture.
The exercise should be done by a diverse group of employees who can bring different perspectives to the process. They can review job postings and provide feedback on how they can be made more inclusive and welcoming to candidates from diverse backgrounds.
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ABOUT THE AUTHOR
Jody Ordioni is the author of “The Talent Brand.” In her role as Founder and Chief Brand Officer of Brandemix, she leads the firm in creating brand-aligned talent communications that connect employees to cultures, companies, and business goals. She engages with HR professionals and corporate teams on how to build and promote talent brands, and implement best-practice talent acquisition and engagement strategies across all media and platforms. She has been named a "recruitment thought leader to follow" and her mission is to integrate marketing, human resources, internal communications, and social media to foster a seamless brand experience through the employee lifecycle.
