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Diversity & Inclusion: Candidate attraction

For decades we have been learning and appreciating the importance of Diversity and Inclusion in the workplace. Globally, our clients are striving to do more to shift the dial and enable better representation in their workforces. Undoubtedly, we still have a lot of work to do! We still see initiatives that are too narrow, and the bar being set too low because addressing the issues is just too hard.

In this mini-series, we will be considering recruitment strategies aimed at successfully attracting and selecting the best talent, whilst helping you build your brand along the way. We want to help you foster a culture where inclusion equals success!

In the first edition of this series, we will tackle Talent Attraction.

Job Ads & Job Specs

The most inclusive hiring processes are those which successfully attract the largest pool of qualified talent for the job.

Job adverts and spec play a really crucial part in this. The wrong language can be off-putting to candidates and limiting to the process.

Inclusive wording is so crucial. Use gender-neutral pronouns and focus on the necessities of the job, rather than person specifics. Tell the prospective candidate what the role entails and let them judge for themselves!

Include only the bare minimum requirements for the role – perhaps the candidate requires a particular qualification, but do they really need to have a First Class degree?

If there is a preference for particular experience, think about how you communicate that. “Must” the candidate have that experience? Or is it something “ideally” the right candidate would have?

You may have your ideal candidate in mind, but what if there was someone out there who could do the job just as well, if not better? Include wording to the effect, “Candidates will also be considered from outside of this criteria and are encouraged to apply if they demonstrate the necessary skillset”.

Finally, bear in mind that people have different lifestyles, could you consider an agile working arrangement? Flexible or part-time working may be crucial to an excellent candidate with other vital commitments. Encourage agile working proposals where you can!

Be open! Be inclusive! Don’t fall at this first hurdle.

Let us know if you need some tailored advice – we are here to help!

Job Boards

So, you have followed our advice to a T and have created a very attractive and inclusive job spec! Now what?

Where you advertise your new role is the next thing worth considering. We might go straight for our popular industry-specific job boards – but we can also go beyond that. A great way of connecting with fresh talent can be via job boards specifically tailored to reach diverse talent. These can be market-specific or they may cover roles from many industries.

Speak to your point of contact here at Hydrogen about ideas for your organisation – let’s get the news you are hiring out to the widest pool of candidates we can!

Employer Brand

Even with the most perfect job spec and advertising in all the right places, you are unlikely to succeed in making a difference without spending crucial time building your brand as an employer. What do you stand for? What are you known for? Who do you want to be?

In our next edition, we will fill your heads with ideas to enhance your presence in your market and become the employer that the best talent really wants to work for!
Posted about 2 months ago
About the author:
Gillian Morgan

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