Ha ha, when it comes to “Inclusive Recruitment”, I have to joke first: Did you know that people used to only look at the CV for recruitment, now they have to look at it with wide eyes and wear an “inclusive” filter?
So what are the “magic” practices to adopt? Come on, let me explain it to you.
Break the traditional thinking: don’t always stare at those famous schools, famous enterprises graduates, although they are excellent, but don’t forget, every corner may hide the future “dark horse”. For example, you can try to find potential candidates who are quietly dedicated through community activities and volunteer projects.
Diversify your hiring channels: Don’t just rely on traditional job boards. Try social media, industry forums, and even online gaming communities (your future tech talent may be a game player!). Let more people know your recruitment information.
Fair and impartial interview process: This is a top priority! Don’t ask boring questions like “What’s your favorite color?” or judge candidates because of their accent or dress. Remember, you’re looking for someone who can solve a problem, not a model or fortune teller.
Offer flexible working practices: Today’s employees are increasingly focused on work-life balance. So, consider offering benefits like remote working and flexible hours to make your company a “worthwhile” place for more people.
Encourage internal referrals: Your employees may be your best recruiting ambassadors! They know the company culture and they know a lot of talented people. So, set up an internal referral reward system and let employees help you find the “treasure.”
Finally, I would like to say that inclusive recruitment is not only a way to recruit, but also a reflection of corporate culture and values. Only by truly respecting every employee, can your company go further and more stable!