Diversity and Inclusion Best Practices | Job Recruitment Tips

Job recruitment and diversity and inclusion

Diversity and Inclusion Best Practices

If you’re hoping to improve diversity and inclusion as a business, you’ve certainly come to the right place. Hiring professionals of color is a powerful way to help you to create a more diverse workforce, that better reflects your unique customer demographic. While this can give your company an edge over your competitors, nobody said it would be a walk in the park. In fact, modern-day job recruitment can be a complicated process to navigate. But, with our professional help and advice in relation to job recruitment best practice, you can learn how to update your recruitment process and start attracting top talent from minority groups across the U.S.

Why start with job recruitment? Well, according to recent data from BIO, ( Measuring Diversity in the biotech Industry: Building an inclusive workforce) while hiring goals are not an endpoint for diversity and inclusion efforts, they are the first step towards measurability and accountability. The hiring process has the potential to improve any business, from any industry, when done right.

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Top Tips To Secure Top Talent From Minority Groups

When it comes to expanding your team, hiring an individual who has the relevant work experience and skills that match the job requirements is important, but it’s not the only element to consider as a recruiter. In order to improve a business rather than just fill a gap in the team, you need to hire a candidate with additional skills and a completely new outlook or approach. Effectively someone able to bring something new to the table.

One of the best ways of doing this is by hiring top talent from all walks of life. From candidates with disabilities to professionals of color, diversity and inclusion can open your eyes to a different point of view, a new approach, and a unique way of solving problems as a business.

Going back to the data from BIO, one-third of companies who took part in their report revealed that diversity and inclusion efforts had positively impacted business results. So, the next time you have an opportunity to grow as a business, consider adding a missing puzzle piece to your team, instead of hiring similar candidates with shared visions, ideas, and backgrounds. As the saying goes, in diversity there is beauty and strength.

So, let’s take a look at how to optimize your job recruitment process to hire professionals from minority groups.

1: Blind Resumes

Hiring tactics such as blind resumes strip away as much unconscious recruitment bias as possible just the first phase of the recruitment process, presenting only a candidate’s skills, qualifications and experiences. By removing someone’s name, age, gender, ethnicity, and address from a job application form, you are instantly giving everyone an equal opportunity to apply for the role and minimizing the chance that personal and unconscious bias will impact the job recruitment process. Once you have chosen 3 to 5 candidates to interview, you will be able to meet them on a one-to-one basis and their personal details will likely be revealed. Blind resumes give everyone a fair chance to secure an interview, which is a great way to show potential candidates that you value diversity and inclusion within the workplace.

2: Connect With A Specialist Recruitment Agency

Bio partnered with the Center for Talent Innovation to carry out their recent research and create a detailed report. The CTI is an industry-leading non-profit think tank devoted to diversity and inclusion, to better understand how biotech companies are incorporating D&I. You too can forge a partnership with a specialist recruitment agency, who can help identify talented professionals from minority groups on your behalf. If this is something you’d be interested in doing, please feel free to contact our team today at Torrey Pines Recruitment.

: 3: Make Your Diversity and Inclusion Ambitions Clear To Candidates

Last but not least, you should also aim to make your diversity and inclusion goals crystal clear to potential candidates within a job description. By highlighting how diverse your workplace already is, and the ways in which you practice inclusivity at work will help convince talented professionals from different minority groups to apply for the position. Avoid phrases such as ‘a good culture fit’, ‘local applicants’, ‘value alignment’, and ‘clean-shaven’, as they can all deter ambitious international applicants from applying for a position.