Keys to building inclusive recruitment processes
Revamping the hiring process can bring new perspectives to your insurance company and enhance its public image.
One of the many outcomes of the COVID-19 pandemic is that many people are reconsidering their careers, taking time to think about their priorities and re-train and up-skill in new areas, with a view to changing their path.
As a business owner, this could be a fantastic opportunity to diversify your team, bringing in new perspectives by recruiting from a broad range of backgrounds and industry sectors. It’s all too easy to hire within your comfort zone, believing that having a cohesive team means one with similar viewpoints and lifestyles who will bond better in the workplace as a result of their shared experience. But studies have shown that diverse businesses are 35% more likely to financially outperform their industry’s national average.
The recruitment process
When advertising for new positions, it’s important to bear in mind a few key points. If you’re interested in bringing new perspectives to your business and recruiting outside your usual spheres, make sure your job description reflects that, and try to avoid making it overly complicated or using jargon specific to your industry, which people outside your sector may not understand.
Secondly, consider where you’re placing your adverts. If you’re always targeting the same handful of websites and publications, you could be missing out on reaching people with transferable skills from other areas, who could bring a fresh vision to your company. If you’re sending out Equal Opportunities Monitoring Forms and discovering there are any groups of people who simply aren’t applying for roles within your company, ask yourself why and work out how you can try to reach them.
Once you arrive at the shortlisting and interview process, ensure the recruitment team is as diverse as possible, and that there are at least two people reading the applications and asking the questions. This should mean they can call each other out on any unconscious bias or prejudice and reach a more balanced view of each application. It may even be worth having a separate third person to remove personal information such as names and dates of birth, so the shortlisting team is focused solely on the applicant’s experience and achievements.
Another important thing to remember is to ask applicants if they have any accessibility requirements and ensure they are fully taken into account for the interview. In an age of remote working, this could include enabling closed captioning in your Zoom call, or testing technology in advance of the interview date to ensure it works for everyone and doesn’t cause unnecessary stress on the day.
Addressing company culture
Inclusive hiring doesn’t just mean being inclusive regarding race or gender orientation, but also considering other possible biases including ageism, religion, disability, sexuality, or even offering flexible working opportunities for parents or carers.
One of the first steps to building a truly inclusive team is to look at the policies you have in place regarding equality and diversity. If someone is interested in a position at your company but can’t see any evidence that you have an inclusive hiring policy, they may not feel encouraged to apply. Ensure this information is available and easily accessible on your company website and in any job descriptions or application packs that you send out.
The benefits of a diverse team
Many companies are already reaping the benefits of hiring staff from a broad range of backgrounds.
“We have seen the rewards of having a really inclusive hiring policy,” says Anthony Murphy, of Murphy’s Liquidation Furniture, “Not least that we have a team of people with lots of diverse ideas. It brings a real mix of characters together who have a different perspective — and that can be hugely beneficial”.
Not only will you gather more diverse viewpoints to advance your business productivity, but customer perceptions of your company will also improve as more people see themselves represented in your workplace and will be more inclined to trust your whole company ethos as a result.
Retaining staff
Once you’ve got your new team members in place, it’s important to remember that they may have different needs than what you may be accustomed to. Ask how you can support them, listen to their requests, and make sure you put measures in place that will make them feel valued for their contribution to your team.
This could include job-shares, or flexible or remote working opportunities for parents, carers, or disabled or neuro-divergent team members, or perhaps time off for religious holidays or medical appointments. Also, remember that each of your employees’ needs may change over time, so be prepared to make further adjustments down the line.
Gemma Hart is an independent HR professional working remotely from as many coffee shops as she can find. Since graduating in 2013, Gemma has gained experience in a number of HR roles but now looks to grown her personal brand and connect with leading professionals in the field.
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