Hustle Crew’s Post

20% of applicants to your jobs are neurodivergent... …but how many tell you that? Many ND job seekers are worried about bias in the recruitment process...especially if a company doesn't demonstrate that they have a neuroinclusive recruitment process This is why it was SO great recently to see Texthelp partner with Diversita.co.uk to conduct a recruitment audit 💙 Texthelp are already a purpose driven organisation but they were also keen to make sure they created a welcoming application process for ND job seekers. We spent 2 amazing days with Calum McBurney Jennifer McCrory and Diana and we reviewed various processes across 9 workshops. Texthelp now have a comprehensive list of recommendations that will help create an inclusive, welcoming and equitable recruitment process for ND job seekers. If your company would be interested in a FREE consultation to see if a recruitment audit could help, please reach out to contact@diversita.co.uk or book a time below ⬇ https://lnkd.in/eP963bj5 Thanks again to Texthelp for moving recruitment forward for the 20% 💙 Cathy Donnelly Martin McKay (FloD) Paul Fox Donna Thomson Hannah O'Brien Marc Crawley #neurodiversity #diversity #neuroinclusion #recruitment #equity https://lnkd.in/eP963bj5

The push for EDI is reshaping recruitment conversations. A notable shift within the Charity and NFP sectors is the move towards CV anonymisation. This approach spotlights skills and experience over personal identifiers, such as photos, names, age, and contact details. This steadfast commitment to equality is forcing hiring managers to assess candidates based on merit, sidestepping subconscious biases. As the corporate world awakens to the benefits of diverse workforces, we may see a broader adoption of this practice. It's about fostering an environment where talent is paramount. Transitioning to anonymised CV's poses its challenges, yet many hiring managers find value in the transparency it offers. It's a stride towards impartial talent selection and nurturing an inclusive work culture. What are your thoughts? Should this practice become a standard across all sectors? #DiversityAndInclusion #UnconsciousBias #RecruitmentTrends #AnonymisedCVs

🌟 Embracing Diversity: Building Inclusive Candidate Pipelines for Success! 💼 Diversity is not just a buzzword—it's a driving force behind innovation, creativity, and organizational success. At Langley Wentworth, we recognize the importance of diversity in recruitment and are committed to building inclusive candidate pipelines that reflect the rich tapestry of perspectives, backgrounds, and experiences in our society. Here are some strategies we employ to foster diversity in our recruitment process: 1️⃣ **Unbiased Job Descriptions**: We ensure our job descriptions are inclusive and free from bias by using gender-neutral language and focusing on qualifications and skills rather than specific demographics. This helps attract a diverse pool of candidates from various backgrounds. 2️⃣ **Diverse Sourcing Channels**: We utilize a variety of sourcing channels to reach candidates from diverse backgrounds, including job boards targeting underrepresented groups, diversity-focused organizations, and community outreach programs. 3️⃣ **Internal Diversity Initiatives**: We promote diversity and inclusion within our organization and encourage employee referrals from diverse networks. Our employees are our best ambassadors, and their diverse connections help us reach a wider pool of qualified candidates. 4️⃣ **Blind Resume Screening**: We implement blind resume screening techniques to remove identifying information such as name, gender, and ethnicity from resumes during the initial screening process. This helps mitigate unconscious bias and ensures candidates are evaluated based on their qualifications alone. 5️⃣ **Diverse Interview Panels**: We assemble diverse interview panels representing different backgrounds, experiences, and perspectives to conduct candidate interviews. This not only ensures fairness in the selection process but also provides candidates with a glimpse into our inclusive culture. 6️⃣ **Diversity Training for Hiring Managers**: We provide diversity and inclusion training for hiring managers to raise awareness of unconscious bias, promote inclusive hiring practices, and foster a culture of diversity and belonging within our organization. 7️⃣ **Partnerships with Diversity Organizations**: We establish partnerships with diversity-focused organizations, affinity groups, and professional associations to expand our network and access a broader pool of diverse talent. 8️⃣ **Metrics and Accountability**: We track diversity metrics throughout the recruitment process and hold ourselves accountable for achieving diversity goals. Regularly reviewing data allows us to identify areas for improvement and measure the effectiveness of our diversity initiatives. Together, let's continue to champion diversity and create a workplace where everyone can thrive! 🌈 #DiversityRecruitment #InclusiveHiring #DiverseTalent #CompanyCulture

Are CVs fading away? New research suggests a shift as 72% of hiring pros now prefer skills assessments, finding CVs subjective and biased. In response, 63% of businesses adopt skills-based recruitment for diversity and inclusion goals. This shift prioritises potential over experience, fostering social mobility. Are conventional Methods outdated? Traditional hiring struggles to match today's dynamic job market. Skills assessments offer objectivity, resonating with 83% of candidates. To bridge skills gaps, 46% target mature workers, while 44% focus on internal talent development. This proactive shift signals a new era in recruitment. For more: https://hubs.li/Q02pz6CC0 #Recruitment #CV #FutureOfWork #deVereGroup

The Challenges of Today's Recruitment Practices: In recent times, many candidates, including myself, have experienced frustrating recruitment practices that need urgent attention and change. Ignored CVs: Despite having relevant experience, many of us find our CVs ignored without any review. This trend is alarming and disheartening for qualified candidates who are eager to contribute. Inaccurate Job Descriptions: Job postings often lack clarity about the actual requirements. Key details, like the need for extensive experience in specific sectors or visa limitations, are missing. This leads to wasted time and missed opportunities for candidates. Delayed or No Responses: It’s common to either receive late responses or no feedback at all. By the time we check, the job is often marked as "no longer available." Discriminatory Practices: There seems to be an underlying bias based on candidates' backgrounds, affecting those from different countries despite their relevant experience. This bias is unacceptable and must be addressed. Flawed Interview Processes: Judging candidates solely based on interviews, without considering their potential during a probation period, is limiting. Many qualified individuals are overlooked due to this narrow approach. Misleading Graduate Roles: Graduate roles are frequently advertised, but responses often indicate visa limitations not mentioned in the job description. This miscommunication is prevalent and unfair. Recruiters must realize that their approach needs to evolve. In the near future, as the talent market shifts, they will need to work harder to attract and retain skilled candidates. Clear communication, unbiased practices, and accurate job descriptions are essential to build a fair and efficient recruitment process. Let's work towards a more transparent and equitable recruitment landscape. Change is necessary, and it starts with recognizing these issues and committing to improvement. #Recruitment #JobSearch #HiringPractices #Equality #Transparency

Are CVs fading away? New research suggests a shift as 72% of hiring pros now prefer skills assessments, finding CVs subjective and biased. In response, 63% of businesses adopt skills-based recruitment for diversity and inclusion goals. This shift prioritises potential over experience, fostering social mobility. Are conventional Methods outdated? Traditional hiring struggles to match today's dynamic job market. Skills assessments offer objectivity, resonating with 83% of candidates. To bridge skills gaps, 46% target mature workers, while 44% focus on internal talent development. This proactive shift signals a new era in recruitment. For more: https://hubs.li/Q02pz4gP0 #Recruitment #CV #FutureOfWork #deVereGroup

TL;DR-- I need help recruiting more diverse candidates! I realize this may be unconventional, but I want to be transparent about the challenges we are having specifically recruiting and assessing gender-diverse candidates. Below is a gender breakdown of applicants for an open position at Popular Power. We measure these stats to ensure we are a) recruiting diverse candidates and b) interviewing diverse candidates (i.e. if 50% of the applicants are women, at least 50% of those selected for first-round interviews should be women, too). Frankly, these particular results are pretty abysmal. Tracking may seem obvious, but I think it's an important step to take as a team (even if you're small-- Popular Power is only 3 people right now, but we all understand that this is critical) so that we can be more proactive in how we recruit diverse candidates and avoid bias during the full process of interviews & candidate assessments. Applications for this role are still open-- so, PLEASE help me by sharing it with more women or non-binary folx! (Link in comments.) Also, I welcome any feedback or thoughts 😊 #DEIA #GenderDiversity #Recruiting #B2BSaaS #Solar #WorkplaceDiversity

Title: Experience Over Age: Breaking Down Recruitment Prejudices As I reflect on my recent job search experiences, a recurring theme emerges—one that is both disheartening and perplexing. Despite possessing a wealth of experience that perfectly aligns with numerous vacant positions, I find myself repeatedly overlooked due to one seemingly immutable factor: my age. It raises a poignant question: Why do recruiters prioritize age over experience, especially when the latter is explicitly listed as a must-have? In today's job market, where the emphasis is often placed on acquiring a diverse range of skills and experiences, age should ideally be a secondary consideration, if one at all. Yet, it appears that despite meeting—and often exceeding—the qualifications for various roles, I continually find myself sidelined in favor of younger candidates. This raises a critical inquiry into the underlying biases and prejudices that permeate the recruitment process. Are younger individuals perceived as inherently more capable, adaptable, or innovative than their older counterparts? Or is there a pervasive misconception that age correlates directly with competency and performance in the workplace? It's essential to recognize that experience is not synonymous with age. While younger candidates may bring fresh perspectives and technological adeptness to the table, older professionals often possess invaluable wisdom, seasoned judgment, and a depth of industry knowledge that can only be acquired through years of dedicated service. The reluctance to hire older candidates based on age alone not only perpetuates ageism but also overlooks the immense value they can bring to an organization. From mentorship and leadership to stability and reliability, seasoned professionals offer a wealth of intangible assets that can significantly enhance team dynamics and organizational success. So, why do recruiters persist in their prejudgments? Perhaps it's time to challenge conventional notions of age and reevaluate the criteria by which candidates are assessed. Instead of fixating on chronological age, recruiters should prioritize merit, aptitude, and alignment with job requirements. Moreover, fostering a culture of inclusivity and diversity within the workplace entails recognizing and valuing the unique contributions of individuals across all age groups. By embracing a more holistic approach to recruitment—one that celebrates experience while eschewing age-based biases—we can create environments where talent thrives irrespective of age. In conclusion, my journey underscores the pressing need to confront and dismantle age-related prejudices in recruitment. Let us strive for a future where candidates are evaluated based on their skills, accomplishments, and potential rather than arbitrary factors such as age. After all, experience knows no age limit, and true talent transcends the confines of time

To all companies that have encouraged applicants to apply to jobs even if they don't meet all requirements - this is a great step towards inclusivity! However, it's important to ensure that recruiters and ATS are trained to recognize potential over experience on resumes. It's crucial to have a fair evaluation process in place so that all applicants are given a fair chance. Recruiters: How are you making sure that your recruiting processes are inclusive? Share your thoughts in the comments. #inclusivity #recruitingprocess #fairchance

Imagine a world where resumes are evaluated solely on skills, qualifications, and experience without bias. That's the game-changing vision of anonymizing resumes! Obviously things change once you get to the interview process but I think working to eliminate that initial bias could go a long way. Recent research, including studies like "Anonymity and Favoritism: Evidence from Art Contest" and "Anonymity and Gender Diversity in Job Applications," sheds light on the transformative power of anonymizing resumes in leveling the playing field. 🔍 According to findings from these studies, when resumes are stripped of identifying information such as names and genders, hiring decisions become more focused on qualifications and skills, rather than unconscious biases. This means more opportunities for talented individuals from diverse backgrounds to showcase their abilities and contribute to organizations. Research shows that unconscious bias often creeps into the hiring process, leading to disparities based on gender, race, or ethnicity. By removing names from resumes and assigning candidates a unique identifier, we level the playing field and focus solely on merit. 💡 Studies have found that anonymizing resumes increases diversity in candidate pools and promotes fairness in hiring decisions. It allows talent to shine through regardless of background, leading to more inclusive workplaces and better outcomes for businesses. I truly believe that we need to shift the way we do things and resumes and interviews are an area that I think we can improve on. This is about tapping into the full potential of our workforce and ensuring equal opportunities for all. #InclusiveHiring #DiversityandInclusion #EqualOpportunity #FutureOfWork #leadership #CoachCat