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Before we get into the 5 proven tips for hiring managers for Inclusive Hiring, lets us try to understand what is Inclusive Hiring & why it is important.
Awaiting our turn outside a ‘not-so-soundproof’ cabin, we overhear an irate Hiring Manager talk to his Recruitment counterpart saying ‘Let’s close the position with the candidate we interviewed yesterday. There is no time to lose in interviewing other candidates just to meet the Diversity and Inclusion criteria, especially when we are firefighting at a production level here. Please understand that this is an urgent requirement. I will talk to the Business Head for an exception for this.’
As you can guess, this heated discussion is not one-of-a-kind. Often, Hiring Managers battling business emergencies, require their candidate to have joined the organization ‘as of yesterday.’
Unless Diversity and Inclusion are firmly woven into recruitment, it isn’t going to find sponsors – despite influencers yelling hoarse about its proven gains. Fortunately, there is a modest fix to this challenge – Inclusive Hiring.
Why is Inclusive Hiring important?
Inclusive Hiring channels the organization to connect with, interview and hire diverse candidates and appreciate different backgrounds and thought-processes. It acknowledges that diverse values, opinions, and experiences not only bring in a necessary level of friction but also generate clever ideas that can help the organization excel. Over time, the organization organically grows to be diverse and inclusive without having to be forcibly driven by D&I goals.
Although it is Human Resources who incorporates and drives Inclusive Recruitment practices, it falls upon Hiring Managers to carry the baton of inclusive hiring forward.
Here are a few tips for Hiring Managers, to do so:
Hiring managers can help their organizations grow exponentially just by tapping into the power of inclusive hiring and setting the wheels of diversity and inclusion into motion. Inclusive Recruitment helps balance the short-term goals of swift hiring with long terms goals of a diverse and inclusive organization.
2 A Canadian-based study has shown that applicants with Asian names faced a 28% lesser chance of being called for an interview when compared to applicants with an Anglo name, despite even qualifications and being of Canadian origin. http://www.hireimmigrants.ca/wp-content/uploads/Final-Report-Which-employers-discriminate-Banerjee-Reitz-Oreopoulos-January-25-2017.pdf