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Diverse Recruitment
Checklist
May 2008
Your goal, as an organization that embraces Diversity and Inclusion best
practices, is to not only be the provider of choice but to also be the
employer of choice. In order for your organization to build the highest
level of talent, you must first promote the job and the opportunity to
attract the best candidates regardless of diverse backgrounds. Below, is
a checklist that your managers or supervisors can utilize to ensure that
your recruitment process is a fair, respectful, and inclusive
experience.
- Make sure your selection processes is a fair, equal
and open process.
- Check that your job descriptions do not exclude
anyone from applying because of basis of race, color,
religion, sex, sexual orientation, national origin,
disability, or age.
- Think "outside the box" about how you can attract a
diverse group of applicants, for example through your
own Affinity Groups or outside special-interest groups
that may be able to supply a diverse candidate base.
- Try to avoid using the same channels of promoting
your potential positions, as this may result in always
hiring the same "type" of employee. Diversifying your
routes in job promotion will result in diverse
candidates.
- To the best of your ability, try to be flexible in
holding interviews at times that might be difficult for
people with family or other responsibilities.
- If your job description can accommodate flexible
working arrangements, try promoting the variety of
options to your current employees and potential
candidates.
- To avoid liability within your organization and the
avenues in which you publish your job promotions, you
must solely publish the job description based on
merit-relevant qualifications - never on opinion or
merit-irrelevant aspects such as age, physical ability,
appearance, race and working styles to name a few.
- Assess each candidate's qualifications against the job
description and job requirements, not against the other
past or future candidates.
- If you have a candidate with a disability, ensure
that any and all reasonable accommodations are made to
help this applicant compete equally and fairly.
- Always ask a candidate, rather than make your assumptions, about
the reasonable accommodations that a disabled person
might require in order to perform the job requirements.
- Consider offering immediate-need work placement to
qualified candidates that you may not be able to hire
long-term.
- Organize and manage your existing pool of talented,
diverse candidates even if they don't match current job
descriptions so that you can recruit as needed as
openings arise.
This Diverse Recruitment Checklist is an abbreviated version of a four-chapter talent
selection module found within our Diversity and Inclusion e-learning
product.
For a no-obligation, 15 day free trial
of our Diversity and Inclusion e-learning
course, please call
1.877.650.0454 or email
info@knowledgestart.com
Who We Are
KnowledgeStart is an employee development company which, for the past seven
years, has specialized in online training for its U.S. and global clients.
We are a leading provider of award-winning e-learning programs and platforms
that maximize learning, increase collaboration and retention, and improve
competitive edge. Over the years, we have excelled in
enhancing organizational and individual productivity in topics such as
Diversity and Inclusion,
Generational Differences,
Harassment Prevention,
Business Ethics, and
Substance Abuse Prevention.
KnowledgeStart understands that every decision made by your employees eventually
crosses someone's path somehow and can often have a "ripple effect" across your
entire organization. Even the smallest of decisions can have a BIG impact on
your company and the people around you. Your workplace is an incredibly
inter-connected environment.
Through this understanding and our collective skill sets and experiences with
leading companies, we are proud to deliver innovative approaches to employee
training, compliance, and outcome measurement software.
Visit our website:
http://www.knowledgestart.com
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