How to Become an Employer Of Choice in the Fashion Industry

April 11, 2024

The hiring market in the Fashion industry has been candidate-driven for some time.

Countless companies are now competing for candidates with critical skills to help their organisations thrive in a challenging economy. This means talented professionals have more freedom to select positions that align with their priorities and values.

Positioning yourself as an “Employer of Choice” (E.O.C.) in Fashion is critical to reducing the costs and complexity of the recruitment process, as well as accessing the right talent.

How do you develop a reputation as the “ultimate” business to work for?

Here, we’ll look at some of the most valuable strategies business leaders can use to position themselves as an employer of choice.

Attracting Top Talent: Why It Matters Now

Rampant skill shortages and increasing competition for talent have led to a complex recruitment environment for Fashion companies. Up to 80% of businesses in the U.K. are having trouble persistently filling roles, and the issue extends worldwide.

The U.S. Chamber of Commerce reports that there are currently 9.5 million job openings in the U.S. and only 6.5 million unemployed workers.

Simply put, the number of talented professionals in the job market is dwindling, and these candidates are becoming more discerning about which companies they choose to work for.

Employees now expect organisations to offer a combination of diversity, equity, inclusion, a supportive company culture, a commitment to the environment and sustainability, and exceptional growth opportunities.

All the while, they’re still searching for flexibility and compassion from employers.

This trend will only continue as Gen Z enters the workforce, prioritising ethical behaviour, wellbeing, and workplace perks ahead of higher salaries.

Hiring the wrong candidate isn’t an option, with a poor hire costing companies from 30% of a hire’s first-year salary up to £240,000 for senior hires. This means companies must invest more heavily in positioning themselves as the ideal employer for their intended workforce.

Becoming an employer of choice:

  • Increases productivity and profitability: Well-supported, satisfied, and happy staff members are more productive and profitable.

    Companies with a positive people-first company culture achieve four times higher profits than their competitors.

  • Simplifies recruitment and retention: Passive candidates and top talent are more likely to apply for a role with a company considered an “employer of choice”.
  • Enhances brand equity: A satisfied workforce is likelier to speak highly of their employer, refer new team members to the company, and deliver excellent results.

Key Strategies to Become a Company People Want to Join

Becoming an employer of choice in the Fashion space requires a multi-faceted approach to addressing the needs and expectations of your candidates. Several strategies in today’s hiring market can boost your chances of attracting and retaining talent.

1.    Cultivating a Strong Company Culture

Culture is increasingly crucial to top talent in the Fashion landscape. Employees want to work with a supportive, empathetic, and flexible company. According to an Inc.com survey, winning companies consistently demonstrated a more significant commitment to building a culture that delighted and engaged employees.

Building a strong culture in the current environment involves:

  • Concentrating on employee engagement: Look for ways to consistently engage employees, delivering feedback, recognition, and rewards for their work. Enable consistent collaboration and communication between teams, and invest in team-building exercises.
  • Offering flexibility: 93% of candidates say they want a flexible role. While remote and hybrid working might not be an option for every Fashion company, there are other ways to offer flexibility, such as giving employees more ownership of their schedules.
  • Supporting work balance: Wellbeing and work balance are crucial concerns, particularly for younger Gen Z employees. Encouraging team members to use their paid time off or allowing them to manage their work schedules around their lives is becoming increasingly essential.

Additionally, employees are searching for more ethical employers committed to protecting the environment, supporting different communities, and treating people compassionately.

2.    Offer Competitive Benefits and Compensation

While many Fashion candidates are looking beyond salary in the search for the ideal role, the right remuneration is still crucial to attracting candidates. A complex economic environment and cost of living issues are prompting many employees to leave their old roles for better income.

A Gallup study found the importance of a higher salary had risen in priority from no four to no one since 2015.

Ensuring your remuneration packages align with or exceed the industry standard will help you attract more loyal, engaged employees.

However, it’s crucial to look beyond direct remuneration, too. Gen Z and X members say they would quit their jobs tomorrow for one with benefits supporting their wellbeing. Consider which benefits are most likely to appeal to your target candidates.

Many standard drivers for many employees are flexible, remote, and hybrid work. However, access to other benefits, such as mental and physical health support or the ability to spend time volunteering for causes they care about, will be valuable to some Fashion candidates.

3.    Invest in Employee Development and Growth

A strong employee development program has always been a priority for the best Fashion candidates. Every employee wants to expand their skill set and become more valuable to their employer. More importantly, they want to see a future with your company.

This is particularly true in recent years, as employees continue to worry about the growing issue of job insecurity. With this in mind, invest in your employees’ development and look at opportunities to help them enhance critical hard skills (digital literacy) and soft skills, such as communication, collaboration, and resiliency.

Explore options such as:

  • Online learning and courses: Online learning initiatives can give Fashion employees more freedom to choose and manage their development path. They can explore a range of courses related to their role in their own time.
  • In-person training: Empower employees to attend in-person classes or workshops. Allow them to visit events and conferences where they can expand their network.
  • Mentorship: Consider creating a mentorship program where your high-level employees can provide consistent guidance to newer staff members.
  • On-the-job development: Create opportunities for team members to participate in additional projects or lead a project. Delegate tasks to them that will stretch or develop
    new skills, or build their competency.

4.    Embed Inclusivity and Diversity

Fashion candidates, particularly in the Gen Z and millennial landscape, believe inclusivity and diversity is critical to building an enduring company culture. They’re looking for employers who deliver supportive, equitable environments to team members from all backgrounds.

Reports from analysts like McKinsey also show that companies that are diverse, equitable, and inclusive are better able to respond to challenges, find top talent, and address the needs of an evolving customer base.

Communicate clearly with your employees about your diversity and inclusion efforts and how they relate to your organisation core values. Introduce training initiatives focused on diversity and inclusion. Explore cross-team collaboration exercises that encourage people from different backgrounds to collaborate and share perspectives.

You can also demonstrate your commitment by ensuring you’re taking an unbiased approach to hiring. If this is an area you can develop further, working with a specialist recruitment company like us at Everpool can help.

5.    Embrace Transparency and Open Communication

Today’s world is plagued by confusion and uncertainty, making it more critical than ever for Fashion employers to demonstrate transparency with their staff members. Employees want clarity, not just when it comes to identifying their roles and responsibilities, but also regarding understanding their purpose and impact on the company.

Open communication is crucial, which means sharing updates (both positive and negative) with your employees about the direction your business is moving in and what it means for them.

Remember, open communication is also about listening.

Gathering feedback from team members about what you can do to give them a better work-life balance or experience will improve your prospects of retaining staff and enhancing your employer brand.

Becoming an Employer of Choice

The shift to a candidate-driven, skills-short market means Fashion companies need to work harder than ever to attract and retain top talent. Developing a strategy to improve your employer brand and value proposition through flexibility, diversity, inclusion, and empathy is crucial.

Perhaps the easiest way to start this transformative journey is to work with a Fashion recruitment company that can guide your business.

The right recruitment company will help diversify your talent pool, guide you through creating an exceptional company culture, and offer insights into the priorities of your candidates.

At Everpool Recruitment, we have been helping firms acquire talent, and Fashion job seekers find their ideal roles. If you want to find out how we can help, call us at 0151 556 2090 or email us here info@everpoolrecruitment.com

Why Your Nursing, Health and Social Care Job Descriptions Are Letting You Down

March 28, 2024

The recruitment landscape constantly evolves, influenced by changing candidate and employer priorities, introducing new Nursing, Health and Social Care roles, and adopting new technologies.

Yet even in this fast-moving landscape, one thing remains consistent: the importance of job descriptions.

More than just a laundry list of the essential skills candidates need to thrive in a role, job descriptions are critical to attracting top talent, setting expectations, and elevating your employer brand. In a world where employers are struggling to fill the talent gaps in their teams, ensuring your job descriptions are making the right impression is essential.

Unfortunately, countless Nursing, Health and Social Care employers miss out on top talent because their job descriptions aren’t engaging, informative, or inclusive enough to resonate with modern candidates. Here’s how you can overcome the issue of sub-par job descriptions once and for all in 2024.

The Essential Components of a Successful Job Description

On a broad level, job descriptions provide candidates with all the information they need about the responsibilities of a role, the skills, experiences and qualifications they need to thrive, and the benefits an employer can offer. However, they can also accomplish so much more.

For many job seekers, the job description will be one of the first things they evaluate when deciding whether to apply for a role. Having a job description that contains relevant information that appeals to today’s candidates will boost your chances of attracting suitable candidates and convincing them to accept your job offers.

While the exact language and information used in your Nursing, Health and Social Care job description can vary, an effective document should always include:

  • A job title and summary: A clear and jargon-free description of the role and associated responsibilities. Make sure this section is clear, straightforward, and descriptive.
  • Detailed duties and responsibilities: A list of key responsibilities and tasks successful candidates will need to complete to thrive in the role.
  • Necessary qualifications and skills: Any specific hard and soft skills required for the role, such as excellent communication skills or proficiency with certain tools.
  • Compensation and benefits: An overview of the remuneration and wider benefits that may be available, such as flexible working options.
  • Company culture: Insights into the core values and priorities in your business, as well as your approach to diversity, equity, and inclusion.
  • Development opportunities: An insight into the potential for growth within the role and future career progression.

Why Inclusivity is Crucial to Job Descriptions in 2024

Many factors can influence the success of a job description in 2024. For instance, studies show that candidates regularly assess attractive benefits, high salaries, and company culture before deciding whether to apply for a role. However, in 2024, one of the most significant factors that will impact the appeal of your job descriptions is their level of inclusivity.

76% of candidates in today’s Nursing, Health and Social Care recruitment landscape say diversity and inclusivity are central to deciding which company to work for. Evidence of unconscious bias in your job descriptions can significantly reduce your chances of attracting the right talent to your team.

Additionally, on a broader level, taking a proactive approach to D.E.I. in the workplace delivers many other benefits, from increased productivity and engagement to reduced staff turnover. McKinsey found the most diverse workforces were also the most successful financially.

Here are some ways to optimise your job descriptions for inclusivity.

1.    Avoid Gender-Coded Language

Gender bias in Nursing, Health and Social Care job descriptions is more common than you think. Even if you don’t specify a preferred gender for your employee in the description itself, the language you use can influence who responds to your job listings. According to one study, words like “dominant” or “competitive” can be perceived as more “masculine” in job descriptions.

Alternatively, terms like “collaborative” and “nurturing” are more likely to resonate with female applicants. A.I. tools can help you evaluate your job descriptions and pinpoint potentially “gender-coded language”. Alternatively, you can ask your Nursing, Health and Social Care recruitment agency to highlight any terms that may dissuade certain candidates from interacting with you.

2.    Look for Evidence of Other Biased Language

Unconscious bias in Nursing, Health and Social Care job descriptions doesn’t just show through in potentially “gender-coded” terminology. Some various other words and descriptors can also subtly demonstrate bias. For instance, your language could show a preference towards:

  • People of a certain ethnicity: Asking for “local” employees or referencing a specific ideal origin for your candidates can demonstrate racial bias.
  • Candidates of a certain age: Describing your ideal candidate as a “fresh young go-getter” or an “industry veteran” may restrict the age range of your job applicants.
  • People without disabilities: Asking for people with specific physical attributes or skills without referencing your ability to make accommodations for those with disabilities makes it harder to attract employees with a range of abilities.

3.    Minimise Corporate Jargon

Many Nursing, Health and Social Care companies use jargon and technical terms in their job descriptions and other documentation. While these terms may make sense to existing members of staff and stakeholders, they can be confusing for new employees to understand.

Listings that rely heavily on technical terms may be unable to capture the attention of highly skilled employees who have yet to learn the language of the industry. With this in mind, deliberately choose words and phrases that aren’t overly “industry-specific” when crafting job descriptions.

If you need to use a specific technical term, consider using a descriptor alongside it to help applicants understand exactly what you’re looking for.

4.    Highlight your D.E.I. Commitment

One easy way to demonstrate diversity and inclusion in your job descriptions is to include specific information about your D.E.I. initiatives in the document. In the section where you discuss your company’s culture, talk about your commitment to providing equal opportunities to everyone.

Mentioning that you’re an equal opportunity employer gives insights into ensuring you don’t discriminate against employees or candidates based on irrelevant characteristics. You could even reference your strategy for training your employees and managers on D.E.I. practices.

Alternatively, you might highlight awards you’ve won based on your diversity and inclusion strategies or positive feedback you’ve earned from previous employees. If you’re listing your Nursing, Health and Social Care job description online, include a link to a website page with more information.

5.    Work With a Nursing, Health and Social Care Recruitment

Collaborating with a recruitment can benefit Nursing, Health and Social Care employers, particularly in today’s skill-short landscape. A recruiter who shares your focus on diversity, equity, and inclusion can help you tailor your job descriptions for the current market.

They can help you to recognise evidence of bias or discrimination in your language that you might otherwise miss. They can also advise you on finding training resources and support that will help you optimise diversity and inclusion in your hiring journey.

Some leading Nursing, Health and Social Care recruitment and staffing companies can leverage innovative strategies to help reduce unconscious bias. For instance, they might use blind screening techniques, removing personally identifiable characteristics from the applications they pass onto your teams. This can help you focus on a person’s skills and abilities when short-listing your options.

Quick Tips for More Effective Job Descriptions

Ensuring your job descriptions are inclusive is an excellent way to boost your chances of attracting top talent in the Nursing, Health and Social Care. However, there are other steps you can take to optimise and enhance your job descriptions, too.

Here are a few additional quick tips for success:

  • Be clear and concise: Use straightforward language to outline all the information your candidates need. Avoid including too much unnecessary information, such as long-winded descriptions of roles and responsibilities.
  • Leverage keywords: Incorporating keywords into your job descriptions that match the responsibilities and requirements of your role can make them easier to find in today’s digital world. Avoid confusing buzzwords like “superstar” or “ninja” when choosing role titles.
  • Highlight your E.V.P.: Draw attention to your unique employee value proposition in your job description. Ensure your candidates can see all the benefits of working with your company, going beyond remuneration to cover development opportunities and an inclusive and supportive company culture.
  • Be flexible: Know how to separate your ideal candidates’ “nice to have” attributes from their needed skills and experience. Be open to exploring applications from various people, including new graduates.
  • Avoid common mistakes: Work with a recruitment and staffing agency to proofread your job descriptions for errors or inconsistencies. Ensure you’re listing your descriptions on the right platforms and that applying for your role is as simple as possible.

A Nursing, Health and Social Care recruitment and staffing company will be able to help you implement all of these tips and strategies to give you the best possible chance of attracting the right talent in 2024.

Write the Best Job Descriptions in 2024

The right job descriptions are crucial to attracting and retaining top talent in 2024. More than just simple documents, good job descriptions boost your chances of improving Nursing, Health and Social Care candidate quality and fit, reducing the time it takes to fill positions, and optimising your employer brand.

They also ensure you can start your relationship with your new employee based on mutual understanding, clarity, and clear expectations.

 

How Everpool Recruitment Can Help You

At Everpool Recruitment, we provide permanent, bespoke recruitment solutions with over 50 years of combined recruitment experience across multiple sectors.

Call one of our friendly team on 0151 556 2090 or email info@everpoolrecruitment.com

What You Need to Know and Understand About Talent Pipelines This Year

March 14, 2024

Talent pipelines aren’t new in the recruitment landscape. For years, they’ve offered employers an opportunity to streamline and enhance the hiring process, fill talent gaps, and minimise business disruptions.

In 2024, however, the demand for effective talent pipelines is greater than ever.

Cultivating and building a strong talent pipeline allows the businesses to access talented candidates faster while strengthening your employer brand and improving the quality of the professionals you drive to your business.

Here’s what you need to know about the evolution of talent pipelines in 2024.

What Are Talent Pipelines?

Broadly, a talent pipeline is a pool of candidates ready to fill existing or future positions in your organisation. These candidates can include existing employees, who may be able to move into more demanding positions with the right training and succession plans.

It can also include individuals who have shown interest in working with your business in the past, as well as “passive” candidates who are not currently searching for a new role but are open to exploring opportunities in the future.

Building a talent pipeline can be more complex than it seems and involves more than just collecting C.V.s from potential candidates. Business leaders must also proactively search for and source new talent consistently and engage with potential hires.

The talent pipelining process includes the following:

  • Sourcing: Proactively seeking candidates through various environments and channels, from social media platforms like LinkedIn to job fairs, using search and recruitment companies and events.
  • Attracting: Drawing candidates to your business with effective employer branding, compelling job descriptions, and an engaging employee value proposition.
  • Engaging: Nurturing relationships with candidates through consistent communication, support, and insights into emerging opportunities.
  • Evaluating: Examining each candidate’s potential to fill both current roles and potential positions that may emerge in the future.
  • Hiring: Inspiring candidates with compelling job offers when opportunities become available, often with the help of a recruitment team.

The Role of Recruiters in Building Talent Pipelines

Building and maintaining comprehensive talent pipelines is often a time-consuming process. The right strategy requires finding diverse talent opportunities, demonstrating an exceptional employer brand, and nurturing long-lasting relationships.

In today’s skills-short landscape, where competition for professionals in the industry is fierce and employee priorities are evolving, building a talent pipeline is harder than ever. 62% of H.R. professionals say their organisations talent pipeline isn’t robust enough.

Fortunately, recruiters can offer employers a crucial competitive edge. The right recruitment and staffing company can open the door to a wider talent pool, leveraging pre-existing relationships with talent in your industry and implementing innovative sourcing techniques.

Recruiters can help enhance your employer brand and proactively attract new candidates. They can assist with crafting engaging employee value propositions and writing compelling job descriptions.

Plus, recruiters can be essential in enhancing the candidate experience and nurturing potential talent with frequent communication and updates.

How To Build Your Talent Pipeline in 2024

Working with a recruitment team is the best way to develop and optimise a robust talent pipeline in 2024. However, ensuring you have a strategy that delivers results and addresses the challenges and roadblocks today’s employers face is vital.

1.    Identify Current and Potential Skill Gaps

The first step in developing a stronger talent pipeline for 2024 is identifying your recruitment needs. Crucially, it’s not enough to focus on the skills and talents crucial to your business today but also the gaps you may need to fill in the future.

Make a list of essential staff members in your organisation and their characteristics. Ask yourself how you’ll deal with these team members leaving your company. Do you already have succession plans in place? If so, how will they impact your future recruitment strategy?

Next, consider the trends and innovations affecting your business and how they might affect the candidates you need to source. For instance, in 2024, many employers will search for candidates well-versed in generative A.I. and automation tools.

2.    Recognise Current Recruitment Challenges

Recruitment in 2024 is growing more complex. Skill shortages remain a significant issue in every industry, creating high levels of competition for top talent. As of 2024, companies of all sizes continue to struggle to fill skill gaps. At the same time, increasing demand for things like flexible work and empathy in the workplace are leading to more discerning candidates with higher expectations.

These factors, combined with an increasing need for digital literacy in every role, higher salary demands, and more, have a major impact on recruitment strategies. Understanding the challenges you may face in 2024 should help you craft a hiring plan that boosts your chances of reaching the right talent this year.

It could also be crucial to ensure you can source the right level of support from the recruitment partner you choose to work with.

3.    Explore New Talent Sourcing Methods

Once you’ve identified the skills you need from your talent and the challenges you’re likely to face, the next step is to explore various talent-sourcing methods available to you, including employee referrals.

Recruitment agencies will also be able to help you with this by offering access to in-depth market knowledge, market mapping services, and a professional network of passive candidates
that are not active on job boards and social media.

Often these types of candidates can be missed by internal talent teams.

4.    Invest in Attracting and Engaging Candidates

Since finding candidates for your talent pipeline can be one of the biggest recruitment challenges you’ll face this year, finding ways to attract professionals to you is extremely important. This starts with creating an employer brand that drives awareness of your business’s unique benefits, from a focus on diversity and inclusion to development opportunities.

A Google search on “how important is employer branding to candidates” generates 76 million results, so a company’s reputation is certainly at the front of a candidate’s mind. For employers, this means it’s important to keep a close eye on the message you’re sending about your company culture and the work experience you can offer.

It’s also worth taking a closer look at your job descriptions. Make sure they’re compelling, inclusive, and informative. Avoid any language that might show unconscious bias, and draw attention to the reasons candidates should want to work with your business.

5.    Commit to Building Stronger Relationships

A significant part of building strong talent pipelines in 2024 is building and maintaining relationships with the right candidates. You’ll need to ensure you have a strong connection with the talent you source to convince them to join your team at the right moment.

According to some reports, it can take up to 8 connections with a company for a person to form an opinion about them. This means you’ll need to regularly connect with your talent pipeline and share insights into your company culture and evolving organisation.

Technology can help with this. For instance, you can use A.I. and automation to craft personalised messages to send to your candidates weekly or monthly. Sharing value-added content that supports their role and future career development will be received while your recruitment team can reach out proactively to help nurture relationships.

6.    Leverage Technology with Care

Speaking of technology, artificial intelligence is beginning to play a more significant role in developing talent pipelines and the recruitment strategy. Around 66% of recruiters use some form of A.I. technology to help enhance hiring processes.

However, while these tools can speed up processes, simplify tasks like writing job descriptions, and even assist with candidate screening, they have limitations. Bias and inaccuracies can emerge from an over-reliance on automated tools.

Business leaders must keep people in the loop within the recruitment process and watch for potential issues to avoid reputational damage. Don’t expect to transform recruitment into a fully automated strategy.

The Benefits of Building Stronger Talent Pipelines

Effective talent pipelines are more important than ever to today’s employers. The right strategy can significantly improve the efficiency of your recruitment process, reducing the time it takes to fill positions and attract new candidates.

Having systems in place that allow you to hire the “ideal” candidate the first time increases retention rates and reduces the cost of poor hires.

A good talent pipeline improves the quality of your hires, enhances long-term workforce planning, and minimises possible risks.

 

At Everpool Recruitment, we have been helping firms acquire talent for numerous years. We have placed thousands of candidates; if you want to find out how we can help, call us at 0151 556 2090 or email us here info@everpoolrecruitment.com.

5 Ways To Ensure Diversity and Inclusion In Your IT Hiring Process

February 15, 2024

The importance of a diverse and inclusive workforce has never been greater. Studies demonstrate that diversity in the IT workplace promotes better business outcomes. Diverse companies are 35% more likely to outperform their competitors financially and 17% more likely to be innovation leaders.

What’s more, 80% of candidates say they prioritise evidence of inclusion when choosing a new employer. Unfortunately, unconscious bias remains a consistent problem in the recruitment landscape, influencing hiring decisions.

With this in mind, business leaders need a strategy to champion diversity and inclusion with existing employees and when sourcing new candidates.

Here are several ways hiring teams and managers can optimise recruitment for diversity and inclusion.

1.   Create a Diverse Hiring Team

The first step in developing a more diverse and inclusive recruitment strategy is to diversify the people responsible for evaluating your IT candidates.

Unconscious bias affects all of us, but how it influences our decisions varies depending on our backgrounds and experiences.

Making the recruitment process a collaborative effort, driven by a team of people with different backgrounds, experiences, and perspectives, reduces the risk of one set of biases influencing every recruitment choice.

When several individuals are involved in the hiring process, including team leaders and professionals from different departments, people can work together to ensure the focus is on finding the IT candidate with the right skills. There’s less risk of issues like “affinity bias” getting in the way. Plus, we’re more likely to see the biases in others than in ourselves, leading to a higher level of accountability among your group.

A good way to get an edge is to work with a IT recruitment company already trained in diverse recruiting to guide your process.

2.   Develop Inclusive Job Descriptions

Inclusive job descriptions are essential to capturing the attention of a diverse range of candidates. Yet research from the CIPD, a respected body in the U.K., shows less than a fifth of employers make efforts to remove bias from job adverts and descriptions. In a competitive talent landscape, it’s common for business leaders to use eye-catching and flowery language to engage potential employees.

However, some of this language can unintentionally show bias. For instance, certain terms like “decisive” and “ambitious” are seen as stereotypically masculine, while others like “compassionate” can be seen as feminine.

There are even terms in IT job descriptions that can show a preference for a candidate of a specific age, such as “young go-getter” or “industry veteran”.

Carefully assess your job descriptions to find words associated with identity-based stereotypes using online language decoders or working with your recruitment or search partner.

Focus on highlighting the skills, competencies, and qualifications required for a role rather than highlighting desired traits.

Additionally, ensure your IT job descriptions highlight your company’s commitment to diversity and inclusion by drawing attention to your versatile culture.

3.   Implement Blind CV Screening

As we have already mentioned, unconscious bias is a persistent issue that’s difficult to overcome in any recruitment process. According to Harvard Business Review, up to 97% of hiring managers still say they rely on intuition or gut instinct when evaluating a candidate.

Unfortunately, in the IT industry, reliance on intuition can allow unconscious bias and preferences to get in the way of intelligent hiring decisions. Blind CV screening can address this problem by removing the unimportant information affecting hiring choices.

Use A.I. technology, or ask your IT recruitment to remove personally identifiable information from applications such as names, addresses and photos. This will allow hiring managers to focus their attention on examining the skills and competencies of each applicant rather than homing in on irrelevant factors.

4.   Use Structured Interviews

In recent years, unstructured and informal interviews have become increasingly common in IT. Yet studies show that structured interviews are more effective at helping hiring managers predict their candidates’ potential job performance.

With structured interviews, hiring teams ask candidates a predefined set of questions, chosen based on the recruitment goals of the organisation. Responses are then scored using consistent criteria to help determine the best fit for the role.

For instance, a question could test whether a candidate is aware of the risks involved in a particular process, and then scores could be given for each risk identified. A structured process is an excellent way to ensure every candidate is evaluated fairly. They make it easier for panels to compare candidates using relevant criteria directly.

5.   Offer Diversity Training

Studies indicate around 13 common hiring biases, yet many business leaders aren’t aware of what they are. As a result, creating an inclusive and diverse IT hiring strategy starts with awareness.

Training your hiring managers and team members on diversity, equity, and inclusion topics can help them identify and mitigate their biases. Educate your team members on the importance of diversity and make it easy for them to understand where biases come from.

For instance, you could provide insights into the origins of confirmation bias, where people often look for evidence to support their assumptions and ignore contradictory information. While it’s important to ensure business leaders and hiring managers access this training, it’s also worth ensuring the same training is available to every team member.

This will help to create a more diverse and inclusive company culture where everyone sees the value of eliminating bias and discrimination.

Bonus Tip: Set Diversity Goals and Metrics

Finally, one additional way to ensure diversity and inclusion throughout your IT business is to set specific goals. Examine your existing workforce, and ask yourself where to improve diversity, equity, and inclusion.

You may decide it’s important to increase the number of women in your management team or ensure you offer employment opportunities to younger and older candidates. A hiring dashboard can give you a better insight into your level of diversity and inclusion and ensure you can measure your progress towards each goal you set.

Identify key metrics to monitor, such as retention rates per group, employee engagement levels, and the number of staff members hired from different backgrounds. Clear goals and metrics will help keep your IT business accountable when implementing D.E.I. strategies.

Transform Your Hiring Process with Diversity and Inclusion

Today’s IT teams rely on high levels of diversity and inclusion for business success. A more diverse team leads to greater productivity and improves financial performance. At the same time, inclusion paves the way for better employee engagement and retention.

Implementing the abovementioned strategies will ensure you’re widening your talent pool and sourcing professionals from different backgrounds in a skills-short hiring landscape. A IT recruitment agency can also help give you an edge by introducing new and effective ways to eliminate bias from your hiring methods.

 

At Everpool Recruitment, we have been helping firms master diverse and inclusive hiring in the industry. If you want to find out how we can help, call us at 0151 556 2090 or email us at info@everpoolrecruitment.com