Experts Agree Diversity Begins and Ends With a Sense of Belonging in the Hiring Process

Experts Agree Diversity Begins and Ends With a Sense of Belonging in the Hiring ProcessDiversity isnt a buzzword hiring pros are using to attract top talent. Theyre serious about it, and the strong focus on improving diversity isnt going anywhere anytime soon. In fact, in LinkedIns Global Recruiting Trends 2018 report, 78 percent of recruiters say diversity is very or extremely important to their recruitment strategy. Another 53 percent say theyve already mostly or completely adopted it. This push toward diversity hiring is a result of company leaders wanting to create a unique and positive employee experience, increase company-wide productivity, and improve retention. However, without belonging, behauptung diversity efforts wont have a lasting impact on employees and their organizations. Thats why 57 percent of recruiters in LinkedIns report also said theyre very or extremely focused on belonging. To create the best possible employee experience, this sense of belonging must start du ring the hiring process. Heres how the experts go about doing just that 1. Enhance blind hiringThe broken hiring process begins with recruiting. Too often, managers hand recruiters job descriptions with a type of person already in mind. We all fall into certain categories, but as human beings, we cant fully be personified by any one set of attributes. The keys to recruiting diverse hires are a strategy centered around balanced cultural understanding, exposing candidates to the inclusive and egalitarian nature of the business early on, and developing an approach to answering questions that candidates may have, even before they ask.Despite its shortcomings, blind hiring is a good practice that, with some tweaks, can untersttzungsangebot diversity as well as cultural fit within a candidate pool. At G2 Crowd, we give an aptitude and personality test to every potential candidate. When it comes to blind hiring, the concern for many is that it wont support cultural fit. However, these conc erns can be addressed by centering company culture around inclusion. When given standardized, open-format questions, candidates can demonstrate what they value, without having to reveal who they are in a face-to-face meeting.Jori Ford, Senior Director of SEO and Brand Marketing, G2 CrowdWith a few tweaks, blind hiring can save your DiversityandInclusion hiring efforts. chicagoseoproClick To Tweet2. Dont harbor the candidatesBelonging can be a critical component of creating acceptance and reducing the occurrence of harassment and discrimination. It brings a more human aspect to the equation which reduces the chances of discrimination and harassment. An interview process that involves current employees is a great way to create that sense of belonging. Unfortunately, many professionals dont expose candidates to the work area at all during the hiring process. Take them on a tour, show them the unique or beautiful areas of your building as well as the utilitarian spaces like the breakroo m. By introducing them to the people they might work alongside and asking them questions about their impression along the tour, youll create natural conversations. Alison Proffit, Success Coach and Founder of Amazing Journey CoachingStop quietly shuffling candidates in and out of conference rooms. recruiting AmazeJourneyClick To Tweet3. Cut the actSometimes, a kollektiv is encouraged to put on a little bit of a show for a new hire. If you encourage your team to impress the new hire to create an illusion of formal professionalism or casual culture that doesnt align with reality, the potential hire can often tell. Dont try to fake it always be honest about how your company operates and how the team interacts.If youre seriously considering a candidate, take them on a social outing with the team during the hiring process. If youre a team of telecommuters (most of my staff work remotely), invite them into the group chat or let them sit in on a conference call to see how the group intera cts with one another. Furthermore, dont be afraid to speak candidly about company culture in an interview. Ask the potential hire what kind of professional community theyre looking for and how they see themselves belonging to your team.Simon Slade, CEO and Co-Founder of Affilorama and SaleHoo and Co-Founder of Smtp2Gosimonslade says belonging begins with candidates seeing your true and honest companyculture.Click To Tweet