The words diversity and inclusion are often thrown around when it comes to conversations about recruitment. What can we do to make our recruitment process more inclusive? How do we make sure that our recruitment process isn’t unconsciously biased? Questions like these were just getting answers when the pandemic sucker punched us. Everything turned online, and with the lack of economic resources, the accessibility of jobs went down as well.
The entirety of recruitment turned online. Be it college placements or job interviews, right from the applications to the callbacks, the whole process had a new face. While this should mean more accessibility because of the work from home dynamic, bias and majoritarianism seeped in as well.
How to make your online recruitment process more inclusive?
Here is a little guide to help make the online recruitment process more inclusive.
- Education: Work from home in itself is a whole different ball game. This means recruitment will also have its own set of rule changes. Educate yourself and your employees on these new changes and what they mean for your organisation. Call in experts if you don’t have any with you, but learn about the subtleties of what goes into inclusivity.
- Reconsider requirements: Most of the time you come across job descriptions with a long list of requirements that are not always possible for a candidate to have. But that wouldn’t make them any less qualified for the job. It is important to make adjustments in the requirements based on the pool of employees and try to figure out the flexibilities of the job, especially given the online format.
- Expand your candidate search: Limiting your candidate pool is harmful to no one but yourself. Losing out on talented candidates because of a non-inclusive pool is a sorry state of affairs that happens way too often. Consider the online format a boon, not a bane, and find employees you wouldn’t normally be able to get because of logistical constraints. You can expand the candidate pool by relaxing certain expectations and requirements. You can also use more social media platforms, and not only stick to one or two.
- AI: Recently, using computerised algorithms such as Open AI and future of life, organisations have started developing screening processes that are unbiased and cover larger ground. Employing such algorithms makes it easier to go through numerous applications and choose the correct one anonymously. Since the entire process is online, the work gets that much easier.
Finally, include all the steps taken otherwise to the online setup as well. Use inclusive language in your job descriptions. Do not assume anything about the candidates unless specifically stated. Set the right tone along with the right questions in the interview. Remember, not every question is valid for every single employee. Make sure your screening isn’t a one-person job and that you have a diverse panel of recruiters that are objective. With the pandemic, only the path has changed, not the destination. Remember the importance of diversity and inclusion, and do your best to uphold it.
Inclusivity in hiring is no longer just a moral imperative, it’s a business advantage. As organisations move deeper into digital and hybrid work models, the opportunity to reach a more diverse talent pool has never been greater. But with this opportunity comes responsibility to design processes that are fair, transparent, and human.
Making online recruitment inclusive isn’t about ticking diversity boxes; it’s about consciously removing barriers that prevent talented people from being seen. Whether it’s rethinking job descriptions, expanding hiring networks, or using technology thoughtfully, every small step builds a culture where everyone has an equal chance to contribute and grow.
Inclusion, after all, begins not on the first day of work but at the very first step of hiring.
Serein help organisations build inclusive hiring processes worldwide. Write to us at hello@serein.in