Throughout 2020, there has been a renewed sense of urgency to further diversify corporate working environments. This article shares five strategies HR leaders can use to develop more inclusive hiring processes as part of their diversity recruiting efforts.
In May 2020, a series of racially charged events reignited the global conversation about racial equity and inclusivity. This conversation has grown more urgent as protests have continued across the United States, with people demanding change in all facets of life. Organizations face increased pressure from employees and the public not just to diversify their workforces, but to create more inclusive practices for employees and candidates.
Leaders are prioritizing diversity initiatives more as well. From 2019 to 2020, 73% more HR leaders identified diversity and inclusion efforts as a top priority. 1 Acquiring diverse talent is a key part of these efforts. However, companies have struggled to make progress in attracting and hiring more diverse talent.
To increase the diversity of hires, recruiting leaders must go beyond just sourcing from more diverse pools. Candidates from underrepresented talent groups face barriers that may prevent them from successfully completing the hiring process (see Figure 1). HR leaders must reexamine the hiring process from end to end and break down these hidden barriers.
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Figure 1. Where Your Hiring Process May Exclude Skilled Talent
Figure 2. Pharmaceutical Company's Approach to Expanding the Architect Pipeline
Figure 3. Chemical Company's Outcome-Based Job Postings
Figure 4. CapitalAssets’ Use of ATS to Reduce Bias
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