Equal opportunities: 9 tips for inclusive recruitment
Equal opportunity is a fundamental principle in recruitment. Making this process more inclusive is becoming a real challenge for modern organizations. Whereas traditional recruitment often focused on restrictive criteria in search of the “perfect clone“, the diversity of talent brings a wealth of ideas, perspectives and skills that promote a company’s growth and success.
In this article, you’ll discover nine best practices for making your recruitment process more inclusive. Ready to embrace a new approach to recruitment that values variety and stimulates innovation? Let’s dive into the world of inclusive recruitment and discover together how to avoid stereotypes and prejudices in order to build dynamic, high-performance teams.
Without further ado, let’s define this new method: inclusive recruitment.
1 – What is inclusive recruitment?
Today, more and more companies are looking to recruit inclusively. Inclusive recruitment is a strategic approach to creating a fair and open working environment that promotes diversity and inclusion.
Unlike a traditional approach focused on rigid, uniform aspects, inclusive recruitment recognizes the value of different profiles and seeks to integrate them harmoniously.
2 – The advantages of inclusive recruitment
Recruiting similar profiles may offer some security, but it also leads to a major problem. It doesn’t encourage complementarity, which is detrimental to the company’s development and success. Inclusive recruitment is therefore one of the keys to success.
Some figures reinforce the importance of inclusive recruitment. According to a McKinsey study, inclusive organizations perform on average 35% better than others.
The International Labour Organization (ILO) points out that they are 60% more likely to increase their results and engage their talent on the LT. A Deloitte study reveals that 80% of managers consider inclusion and difference to be competitive advantages.
It is also important to point out that 80% of disabilities are invisible. This fact highlights the need for an inclusive approach that goes beyond appearances to value and welcome diverse talents, whether linked to disability or any other characteristic.
When employers are aware of this reality, they are more inclined to design a supportive work environment that welcomes all talents.
3 – The keys to inclusive recruitment
Inclusive recruitment needs to be seen as a well thought-out HR strategy, consistently implemented. Let’s take a look at the essential keys to ensuring equal treatment of applicants.
1 – Creating inclusive job offers
The creation of inclusive job offers is of paramount importance in attracting a wide range of talent and promoting variety within the organization. To write ads that promote diversity and inclusion, it is advisable to use neutral language, avoiding stereotypes or discriminatory terms.
Values and policies favoring an open working environment should be emphasized. Rather than specifying personal characteristics, describe the skills required, to encourage qualified talent from all backgrounds to apply.
Highlight the benefits of diversity, such as:
- Mutual learning.
- Global perspective.
By mentioning the accessibility options available, such as reasonable accommodation or online interviews, you can ensure equal opportunities in your recruitment process.
Finally, highlighting benefits and work/life balance can attract diverse talent looking for an inclusive and fulfilling work environment. Once you’ve taken all this into account, all you need to do is post your recruitment ads.
2 – Reducing unconscious bias
Reducing unconscious bias is a key element in ensuring a fair process and encouraging difference in an organization.
Unconscious bias refers to unintentional prejudices or stereotypes that influence our judgments and decisions in an automated way, without our being aware of it. In order to minimize them in the recruitment process, several strategies can be put in place.
First of all, it’s crucial to make recruiters and HR managers aware of unconscious bias. Appropriate training can help them recognize these biases and understand how they can affect recruitment decisions. By becoming aware of these biases, it becomes possible to challenge and overcome them through a variety of strategies.
Next, it is advisable to define clear, objective selection criteria for evaluating candidates. Decisions should not be based solely on subjective impressions. The use of structured evaluation methods, such as assessments based on specific competencies, helps to reduce the influence of unconscious biases.
Diversifying interview panels brings in a variety of perspectives and mitigates individual bias. The participation of people with diverse backgrounds and experiences promotes a more balanced assessment.
Remove the following information from the early stages of the process: name, age, gender or origin. By focusing more on candidates’ qualifications and skills, you limit the influence of biases linked to these characteristics.
It’s also important not to limit yourself to specific recruitment channels. Use specialized job boards, participate in targeted recruitment events and partner with community organizations. In this way, you’ll attract employees from a variety of backgrounds.
Finally, it’s important to regularly monitor the recruitment process and assess the persistence of unconscious bias. By gathering feedback from candidates and recruiters, you can identify areas for improvement. By making ongoing adjustments, it is then possible to reinforce the objectivity and fairness of the recruitment process.
3 – Diversification of candidate sourcing
Diversifying candidate sourcing is essential for organizations wishing to attract a variety of profiles and design more inclusive teams. Various methods and channels can be used to broaden the search for talent.
First of all, turning to social networks can help promote job opportunities. Platforms such as LinkedIn, Facebook and Twitter offer instant visibility to a wide range of professionals. By using relevant keywords and targeting specific groups or communities you can reach qualified and diverse candidates.
Secondly, it’s important to develop partnerships with organizations or associations that work with under-represented communities. For example, working with local disability organizations can help attract diverse talent.
Considering candidates from other regions or even other countries can bring a wealth of culture and a variety of experiences to the company. Modern communication technologies, such as video interviews and online recruitment platforms, can facilitate the interview and selection process from a distance.
Finally, particular attention needs to be paid to the wording of job offers and to the company’s image. It is crucial to draw up inclusive job descriptions, using neutral language and avoiding implicit bias.
4 – Raising awareness of non-discrimination
Raising awareness of non-discrimination and inclusion is crucial to building teams that value difference and are open to all. Training teams in these concepts helps create a respectful, egalitarian working environment where everyone feels recognized and included.
First of all, this awareness-raising makes team members aware of the different forms of discrimination (gender, race, age, disability…). Such discrimination can have a negative impact on the team’s overall effectiveness.
By understanding the consequences of discrimination, team members will be much more likely to adopt respectful behaviors and question their own prejudices. Victims must not see the light of day in an organization.
Our advice: include training sessions on unconscious biases in your organization. By recognizing these biases and learning to control them, team members can announce more objective and fair decisions.
5 – Involvement of top management
Leadership plays an important role in creating a quality culture that values and encourages diversity, and ensures that the principles of inclusion are integrated at all levels of the organization.
The first step is to demonstrate commitment to diversity and inclusion through clear statements and concrete actions. When leaders set the example by speaking out about the importance of variety and taking tangible steps to promote it, it sends a strong message throughout the organization.
Leaders must also ensure that diversity and inclusion objectives are integrated into corporate strategies and action plans. Managers must be responsible not only for implementing these initiatives, but also for measuring the results.
Don’t forget this. They must encourage and support the creation of employee resource groups or other internal initiatives to support the two aspects of difference and inclusion.
In addition, top management has a crucial role to play in creating an inclusive working environment by fostering communication and encouraging dialogue on diversity and inclusion issues. It is vital to establish a culture where employees feel comfortable sharing their experiences, ideas and concerns relating to diversity.
6 – Recruiting without a resume
Do you want to broaden your employment opportunities by eliminating the prejudices associated with candidates based solely on their qualifications or experience? Opt for a brand new approach: resume-free recruitment. It focuses on the skills, aptitudes and potential of individuals.
One of the main advantages of resume-free recruitment is that it gives all candidates a fair chance, regardless of a large number of discriminating factors.
So, instead of relying on resumes, HR can use other assessment methods such as skills tests or role-playing (often used in Assessment). These allow direct assessment of candidates’ ability to solve problems, work in a team and adapt to the challenges of the job.
Recruiting without a CV can also promote the inclusion of people with atypical experiences. For example, candidates who have acquired relevant skills through personal projects or volunteer commitments may have the opportunity to demonstrate their added value, even if they don’t have a traditional academic background or formal work experience.
However, it is important to note that recruiting without resumes does not completely replace resumes, but offers a complementary approach to assessing candidates’ skills and abilities. It is crucial to clearly define evaluation criteria and communicate transparently with candidates about the recruitment process.
7 – Join an EGIQ
Joining an Employers’ Group for Integration and Qualification (EGIQ) is a strategic decision for organizations wishing to promote the professional integration and qualification of people far from employment. The EGIQ offers numerous advantages for member structures.
First and foremost, joining a GEIQ makes recruiting easier by offering a pool of pre-selected, motivated candidates (read our article on how to assess a candidate’s motivation). This means you can benefit from a pre-selection of candidates tailored to your specific needs.
In addition, the EGIQ offers training courses tailored to the needs of member structures. This enables them to recruit employees who have undergone targeted training, corresponding to the skills required for the job. As a result, EGIQ employees are better prepared to contribute rapidly to the company’s development.
Member organizations can benefit from financial support for employee training and support, which can be particularly interesting for SMEs with budgetary constraints.
It’s worth noting that the EGIQ provides additional support to help build employee loyalty and develop specific skills within the company.
8 – Inclusion Campus
Founded in 2019, the Inclusion Campus is a genuine “associative start-up” that plays a fundamental role in promoting access to a profession for people in situations of exclusion (disabled, remote…), enabling them to regain a place in society.
In a context where 2.8 million people will be excluded in France in 2020, the Campus is committed to supporting managers in the development of inclusive practices.
The Campus is a hub of knowledge and resources, bringing together specialized training, practical workshops and professional development programs.
It aims to strengthen the essential technical, social and behavioral skills of people in vulnerable situations, and promote their integration into the world of work.
Thanks to the Campus, employment becomes a powerful lever for reducing social exclusion and restoring the dignity of those who have been its victims.
By encouraging managers to adopt inclusive practices, the Campus paves the way for a more equitable society, where every individual has the opportunity to contribute fully and flourish. It brings together all those involved in professional inclusion: companies, associations, public institutions and training organizations.
9 – The Yuzu solution
The Yuzu Assessment solution is an excellent way of recruiting in an inclusive and innovative way. Candidates are assessed solely on their soft skills (adaptability, problem-solving, stress management) through video games.
Developed with the help of a psychology and neuroscience laboratory, our immersive scenarios help assess candidates’ behavioral skills. This playful approach promotes a positive and engaging candidate experience, as candidates have fun while being assessed.
This creates an environment conducive to discovering hidden talents and identifying transferable skills that may not be evident in a traditional process.
By integrating the video game experience and focusing on soft skills, we offer an innovative and inclusive approach to recruitment for both candidates and recruiters. It also enhances your employer brand. If you’d like to develop it, we’ve written an article on the subject.
Finally, Yuzu is supported by France Active, an organization that promotes equal employment opportunities.
Choose the must-have solution: Yuzu, the ideal choice for your inclusive recruitment!
4 – Example: the inclusive recruitment at Boulanger
Thanks to many steps, the French company Boulanger, specializing in the sale of household appliances and multimedia products, has succeeded in introducing inclusive recruitment.
Starting first with an internal awareness campaign to inform and engage its employees on the principles of inclusion and diversity. This awareness campaign has been carried out at all levels of the company, from top management to operational teams, in order to create a culture favorable to inclusion.
As a result, they assessed their recruitment processes to identify potential biases and barriers to inclusion. It has also revised its job postings to make them more inclusive, using neutral language and emphasizing its commitment to diversity.
In addition, the company has expanded its recruitment channels by exploring partnerships with specialized associations and using social networks to reach a more diverse audience.
Boulanger has also set up specific training for its recruiters, in order to raise their awareness of unconscious biases and provide them with tools to assess candidates’ skills in an objective and fair way. She encouraged HR to ask open-ended questions and create an inclusive environment during interviews.
When recruiting, it has adopted a competency-based approach. Recruitment decisions were based on relevant criteria rather than subjective judgements. Finally, the French company has put in place regular monitoring and evaluation of its inclusive recruitment measures.
Through all of this, Boulanger has succeeded in designing a more inclusive recruiting environment and attracting a variety of talent. She has demonstrated her commitment to inclusion and has created opportunities for candidates from diverse backgrounds, contributing to a more diverse and vibrant workforce.
In order to make your recruitment process more inclusive and promote equal opportunity, it is important to adopt informed and progressive practices.
By educating your team and eliminating unconscious bias, you can pave the way for greater diversity and provide fair opportunities to all candidates. By objectively assessing skills and promoting access to information, you can ensure a transparent and equal process.
In addition, by broadening the distribution of job offers and promoting diversity of applications, you ensure that you do not unintentionally exclude certain groups of candidates.
Ultimately, by following this guide highlighting 9 best practices and measuring your recruiting, you’ll help create an inclusive work environment and give all candidates an equal chance to succeed.