Salary is one of the primary motivators for potential employees. But, job satisfaction is also another important factor.
The workplace inclusion aspect of a company plays a role in:
- Building a diverse talent pool
- Candidate experience
- Employee engagement
As you’re appealing to a wider range of people with different backgrounds, it could lead to a higher chance of attracting your ideal candidates. That’s why we’ll be going over the 6 workplace inclusion strategies you could use to reach the ideal talent and build a thriving work environment.
Before we dive right into the main topic, we’ll first look into its advantages and why it’s so important.
The importance of building an inclusive workplace
Taking into account the inclusivity factor throughout the recruitment process helps with fostering relationships and gaining the applicant’s trust.
According to an employee survey, it was reported that 37% of workers valued having their presence acknowledged. One key takeaway from this is that cultivating a workplace where candidates are more involved and engaged with the company is more likely to draw out their commitment.
Moreover, they’ll be easier to retain for the long-term if they’re comfortable and feel a sense of belonging.
Promoting this type of culture is what can lead to appealing to more ethnic groups and reaching active or passive job seekers that align with the company vision.
6 Effective workplace inclusion strategies to use for recruiting new staff
Apply each of the following strategies to increase workplace inclusion as well as diversity. Without an inclusive environment, you’re missing out on potential innovation and creativity.
More importantly, it’s a crucial factor for retaining candidates and new employees.
1. Humanize the work culture
This means showing the human side of the company culture.
Give candidates an insight into what it looks like working with you behind the scenes by telling it from the perspective of your employees. Showcasing this point of view develops employer branding and builds an emotional connection with applicants.
As you’re helping them resonate with your values, it helps them connect with the company mission and gives them an idea of what they could be a part of.
More importantly, it helps you get in front of more applicants that are a good cultural fit for the organization.
2. Be Aware of unconscious bias
There are different types of biases in the corporate environment that could affect your hiring decision-making such as:
- Personal background
While it has the potential of helping you identify the positive qualities in candidates, those preferences have the risk of making an unfair decision. However, it can be minimized by practicing self-awareness to ensure you’re conscious of what those biases are and being more open-minded.
3. Make hiring decisions with humility
Humility has an impact on the recruitment process as it means you’re more open to different opportunities and trying new things. When it comes to building a global inclusive work culture, it expands your point of view and assists with embracing diversity.
If you want more employees to be committed and transparent, then it starts from the core of your business all the way out to new applicants.
4. Personalize your way of communication
During the recruitment process, personalize your way of communication with each applicant.
The same concept should be applied to your current employees to build engagement and a healthy working relationship. By paying attention to them individually, not only does it make them feel more comfortable. But, there’s a stronger likelihood of getting them involved in more activities.
Though everyone deserves to be treated with the same level of respect, a personalized approach can help you reach them on a deeper level. This helps with building an inclusive culture since you’re letting them know that their voices are being heard.
5. Tailor your approach
Another way to demonstrate inclusivity is by tailoring your approach to the specific group of people you’re trying to reach. This makes it feel more authentic as you’re speaking to them in a way that aligns with their values.
For instance, project a tone of voice specifically for those from different cultures and backgrounds.
Linking to the previous point, this can be shown through verbal and written communication. For example, in your email follow-ups, job descriptions, social media, and website content.
6. Objective hiring
Lastly, make objective hiring decisions by taking a data-driven approach. That means using data from a candidate’s performance to make informed decisions rather than letting bias or subjectivity be the driving factor.
As a result, it leads to workplace inclusion as a natural consequence because you’re focused on hiring those that have the ideal qualities for the job regardless of their background.
Here are a few ways to improve objective hiring:
- Use a range of candidate assessments
- Optimize your interviews
- Verify each job application and resume you receive
- Have an in-depth understanding of the ideal candidate for the job
Reach the top talent by building an inclusive workplace
Promoting an inclusive workplace appeals to more job seekers that share similar interests and values to your organization. But, unconscious bias gets in the way of making an objective decision.
That’s why it’s vital to evaluate candidates based on their job skills and performance.
Testlify helps you close this gap by offering a range of skills assessments to find the best person for the role. Since they’re short and effective, it helps you get more insight into their capabilities while providing a more engaging candidate experience.
You also have the option to customize each test with your own subject-matter expertise. Meaning, you can find insights on a particular quality or aspect.
An effective recruitment process involves more than just hiring the right people.
It’s also about building a positive relationship and maintaining good communication with each person. Using the workplace inclusion strategies we’ve discussed, you’ll be equipped with the foundation you need to improve candidate engagement and hire the top applicants.
Outside of recruiting, cultivating an inclusive workforce leads to improving your company reputation as well as the overall team performance.
If you have any questions or thoughts that you’d like to add, let us know in the comments below!