The start of a new year is a good time to reflect on your organisation’s current hiring practices and set goals for diversity and inclusion.

Much has been written about the benefits of diverse groups in the workplace, notably in terms of improved decision-making and innovation. There is a sound business case for prioritising diversity and inclusion within the workplace, but it is important to get this right. Where better to start than with your recruitment strategy?

As a leading Indigenous recruitment agency, here are our top tips on implementing inclusive recruitment strategies within your organisation.

Set Measurable Goals to Track Progress

Start by conducting an in-depth analysis of your current hiring needs and practices from a diversity perspective. Are you reaching out to a broad talent pool? Are your people aware of the potential for bias in the screening and selection process? Is your organisation openly committed to diversity and inclusion in recruitment?

Once you’ve established the groundwork, decide what you want to achieve. Perhaps you’d like to hire more women into leadership roles or encourage more applications from Aboriginal and Torres Strait Islander people. Set your goals and then build a new framework to track and achieve them. Training, sourcing and selection are key aspects to include in any inclusive recruitment strategy. 

Establish a Reconciliation Action Plan

Diversity can mean many different things and encompasses a wide range of groups, but one of the key aspects of diversity and inclusiveness for Australian employers is Indigenous engagement. Reconciliation is vital for organisations to create meaningful opportunities for Aboriginal and Torres Strait Islander peoples, and a good place to start is to develop a Reconciliation Action Plan (RAP).

A RAP is a strategic document that provides practical steps to help a business improve its contribution to reconciliation and create respectful relationships in the workplace. The framework covers four elements of reconciliation (Reflect, Innovate, Stretch, Elevate), and can be tailored to meet the needs of your organisation and where it is at in its journey. Learn more about how to develop an RAP by visiting the Reconciliation Australia website.

Provide Education and Training

Training is key to the success of inclusive recruitment practices. People naturally gravitate towards those whose culture, education and background are similar to their own. Conscious and unconscious bias can prevent your senior team from objectively assessing candidates from a diverse talent pool. The appropriate training, however, will help managers to identify the potential for bias and find ways to reduce its impact in the recruitment and selection process.

For example, they may choose to redefine the knowledge, skills and abilities they are looking for in a candidate if they consider that their parameters have been too restrictive. Other options include using blind resumes, where information such as names, universities and locations are removed, or turning to AI to screen resumes for desired skillsets and experience. Likewise, a series of one-on-one interviews with company representatives asking structured questions can help to ensure a level playing field for all candidates.

Build a Diverse Pool of Candidates

A commitment to diversity and inclusion in recruitment also involves broadening the search for candidates. It can be easy to use the same tried and tested sources again and again, but this can often lead to a homogeneous talent pool.

Try tapping into different channels, both online and offline. Job boards, specialist forums and Indigenous recruitment agencies all help to attract and promote diverse talent. An employee referral program can also be a good way to draw candidates in from different demographics. Don’t be afraid to promote diversity and inclusion in any recruitment advertising.

Check that your job ads appeal to a broad range of candidates and consider including a short statement that highlights your commitment to creating a diverse workplace that welcomes applications from all suitably qualified candidates. Offering flexible working practices is another great way to broaden your pool of candidates, allowing you to reach groups such as working mothers.

Involve Diverse Perspectives in the Recruitment Process

Building an inclusive recruitment strategy is not a solo effort. It’s important to ensure that you bring a diverse range of people into every stage of the process. By seeking different opinions at the screening and shortlisting stage, for example, you are reducing the potential for bias. Additionally, by incorporating panel interviews to involve multiple people in the interview stage, you can show candidates that you offer an inclusive workplace that values different opinions. It’s a great way to promote your commitment to creating a welcoming environment for all – and can help to encourage buy-in.

Summary

It takes time, training and commitment to build an inclusive recruitment strategy but as we head into 2021, organisations should strive to reflect the diverse communities they serve. In doing so, they stand to benefit from the knowledge, skills and experience that every individual can bring to the workplace.

For more tips on inclusive recruitment and building a diverse workforce, contact the Indigenous recruitment specialists at First People Recruitment Solutions today.