Businesses previously measured success through production or output. Deliverables, impact, and clients used to attract the best talent. The days of recruiting candidates by offering one definition of success – climbing the corporate ladder with a singular focus – are gone. Today, your employer brand is your most effective recruitment and growth strategy yet.
Inclusion and diversity are highly systemic problems that plague organizations. These problems marginalize authentic talent, contribute to group think, and encourage hiring decisions that prefer a homogenous applicant pool.
Creating a diverse and unstoppable team starts with inclusive hiring practices. Great candidates can get skipped over during the application process if you are not acknowledging and protecting against biases at every stage. Fortunately there are a few easy ways to start bias-proofing your hiring process and get the best candidates in the door.
Start with the job description
While job listings should be targeted to your audience, job listings should be relatively neutral and you should avoid sensational language that will encourage the candidate to opt out of applying. Titles like “rockstar” are overly masculine and tend to prevent women and non-binary applicants from applying, which actively works against your inclusion and diversity strategy.
Also ensure that there is a list of essential skills or competencies for the role prior to writing the posting. More often than not, this list is significantly longer than necessary with upwards of 10 qualifications needed. That’s more required qualifications than NASA has posted for a rocket scientist.
If your role isn’t rocket science, it probably doesn’t need more than 5-6 for the average role. Studies have shown that for a list of 10 qualifications, women will tend to only apply to jobs when they meet 100% of the qualifications. Men generally apply if they meet only 60%.
Keeping the list to the minimum not only encourages a more diverse applicant pool, but will also increase the number of collaborative T-shaped candidates on your team. Studies have shown that collaboration and diversity of thought are better predictors for performance and ROI.
Have a consistent interview process
Everybody has different conversational styles for building rapport and fostering a positive experience. Without a vetted question list, this can result in a skewed and inconsistent review of applicants. Another key touch point is the communication between your team and candidates. Make sure that even your emails aren’t using sensational, gendered, or biased language in your inclusion and diversity strategy.
What may not be taken into consideration is that a style, or even a team with many of a similar style, may be better for some candidates than others. Another risk you run into is missing an opportunity to ask the most critical questions to assess candidates, meaning that you’re not making the most informed decision possible. Period.
Put your company out there as a safe space that is committed to providing a culture friendly to diversity. For this to work, you’ll need to invest in your recruitment processes. A big part of attracting and retaining talent is creating a culture and environment that is safe and friendly for all people.
If you’re a smaller business without the infrastructure for an HR team, get some help recruiting the right people by insourcing highly trained recruiters. By continuing to promote diversity in hiring and job marketing, you’ll not only improve retention but you will also attract other great candidates.
Assess your employer branding
Your employer branding is a critical asset in recruiting, engaging, and retaining talent. 71% of recruiters agree that the employer branding plays a big part in who decides to apply. That is a critical difference for inclusion and diversity. Having an employer brand that doesn’t skew towards a singular group of people is a way to make your brand more relatable to wider audiences.
Assessing areas where the employer brand is succeeding and falling flat with talent is a great place to start. A great strategy here is to actively use Glassdoor to monitor your employer brand. It’s as simple as starting to ask candidates to review you on Glassdoor at the footer of your follow up emails. Get an audit on your employer brand and candidate experience to find out where you are falling short on the market.
Attracting and retaining the best people is critical to your ability to build for the long term. Are you struggling to implement better strategies or have an overwhelmed team? Get help with your employer brand and people strategy to start designing an inclusive candidate and employee experience.
Have industry experts in employer branding and inclusive recruiting practices — like us — to get you unstuck in old recruiting practices.
Ready to level up your candidate experience? Start with our Candidate Experience Audit Tool today!
Our Candidate Experience Audit Tool provides you with opportunities, tips, and insights to create a simple and effective hiring process. With the right roadmap, you will be on your way to creating more inclusive talent experiences!
A shared concern in the back of the mind of many small to medium business owners is – Who is going to take over when I retire?
According to a 2013 Canadian Federation of Independent Businesses survey, 75% of Canadian business owners will exit their business by 2022. That’s only 3 more years. Let that sink in. For business owners who haven’t put much thought into succession planning, the continuity of their hard built business is at stake.
With the legalization of recreational cannabis just around the corner, cannabis recruitment in Canada is exploding! Currently, there are over 700 postings for job opportunities in the cannabis industry. With a variety of positions in high demand (pun intended), cannabis employers face tough competition for top talent. How will your company stand out amongst the weeds to attract and engage top talent in the competitive cannabis market?
What are you doing to stand out in a sea of black and white, Times New Roman job ads?
Ten days. On average, top candidates are only “on the market” for ten days. It’s more critical than ever to stand out and attract people early in their job search. Your job ad is your first chance to paint a clear picture about an opportunity with your organization. Make a great impression and engage job seekers by getting creative and telling a story.
My internship has flown by. Seriously, it’s been a wild ride. We often talk about how fast things move here at Envol but it’s hard to encapsulate that without living it. Starting my internship working at Envol was pedal to the metal, immediately. Within the first day, I was involved in an Envol workshop for recruiting and employer branding. Within my first week, I was actively working on talent acquisition. As you can imagine, after only three short months here at Envol, it’s a bittersweet goodbye. Picking my top 3 takeaways will be hard but as always, your girl is up for the challenge!
For as long as we can remember, designated groups have been disadvantaged economically by the wage gap. Women make on average 70 cents per dollar made by men – for the same work. The deficit only increases for women from different ethnic backgrounds. (more…)
The simplest concepts are often the hardest to define. HR definitions can mean many different things to different people. Interpreting how to build a culture of belonging in the workplace is difficult. Where does this sense of ‘belonging’ begin in the employee experience, and where does it end? Is there a way to define belonging so that it’s inclusive to all employees, given that everyone has a different idea of what belonging means?
Receiving hundreds of applications for your job doesn’t mean you will be successful in attracting top talent for your position. You know this. In fact, you’re probably living this.
How can you find the balance between the right quantity and the right quality of candidates? Hiring is time consuming and expensive – especially if you hire the wrong people. Especially in today’s market, with fierce competition for top talent. With Canada’s unemployment rate at 5.8%, it’s more difficult than ever for employers to attract and retain talent for their companies – much less top talent.
How are you positioning yourself as a competitor in the talent market?
With British Columbia’s unemployment rate currently at the lowest in recent history, finding top talent has become increasingly challenging. During hiring, the interview process can be a daunting task – especially with talent at a premium. How long is too long? How many stages are really necessary?