There are some simple missteps that could change the awareness of your company culture and diversity commitment.
Fortunately, more and more companies are finally focus on diversity and inclusion (D&I) so that they can attract a wide variety candidates pool. According to the report by Glassdoor, D&I is expected to be the major HR force for the upcoming year. Specifically, about 35 percent of hiring decision makers decide to increase their budget to recruit people which are “diverse in many aspects possible” such as ways of thinking, ethnicity, gender or age. However, not all HR managers know how to get the most out of their D&I efforts. Below are some common mistakes that specialists from Faro Recruitment Vietnam outline so that company can avoid making D&I missteps.
Requiring unnecessary skills or job experience
It is true that some specific roles do require special experiences, expertise, licensing or certification. However, it is commonly seen that organizations list some particular type of degree or too much years of experiences. This fact can negatively limit your accessibility to talent pool, posing a disproportionate effect on the diversity of gender, age…
Researches have shown differences in the behavior of men and women in responding for the job requirements. Accordingly, women will raise their hand only when they feel the possibility of 90% qualified for a job. On the other hand, men still feel confident and apply for a vacancy when they feel that they are 50% to 60% fit for a position. Therefore, it is important that you carefully take into account of the necessary experience and skills, avoiding creating unwanted obstacles.
Not communicating well with your recruiters
Even if you work with recruiters to find appropriate candidates or having in-house recruitment staff, you cannot take it for granted that they are automatically searching for diverse candidates. In most cases, they often make assumptions about the type of candidate that may fit for your position, simply ignoring the priority for diversity.
Therefore, it is important to make sure that you have a talk with your recruiters, highlighting the need for diversity in your talent.
Choosing biased advertising parameters
Last year, a research co-executed by ProPublica and New York Times found that various high profile companies had been using Facebook ad-targeting tools to prevent some older workers from accessing to job ads. These companies were also reported to use age-restricted employment adds on Google and LinkedIn.
Since the job advertisement is one of the first impressions that the candidate has on your company, it is critical to use standard language, mood and tone to attract a diversity talent pool. Phrases like ‘work hard/play hard,’ and ‘hardcore’ are evident that your culture is for youngsters and not welcoming to older people with family. Another case study is that if the word “hacker” is removed from software developer job descriptions, the company can see an unexpectedly higher number of women applicants.
In short, without the consultancy from HR experts, organizations may face the risks of making recruitment efforts that do not ensure diversity. If you want to achieve the best out of a talent acquisition campaign.