Recruitment is the first step in the development of organizational ethnic, gender, and economic diversity, but it does not stand alone in the promotion of inclusion. Recruitment can instead be seen as the starting point for a wealth of strategies that bring in, attract, and inspire a diverse base of employees.

In the workplace, there are a lot of changes occurring. Some of them as businesses seek to recruit and retain candidates from underrepresented groups, are promising and long overdue. And some of them were triggered by the pandemic of COVID-19 and a new normal of increased remote work.

The place is a constraint no longer

You can employ talent from anywhere in the world when it comes to virtual recruiting, without having to move anyone to your area. Instead of constantly recruiting the same cookie-cutter applicants as you always do, casting a wider net shakes up the talent pipeline, improving your chances of attracting a diverse variety of candidates with specific experiences.

Digital hiring will also give you the chance to invite the process to a more diverse interview panel. Because the location is no longer a constraint, managers who would not have been able to attend interview sessions previously will be invited, thereby introducing a broader variety of experiences into the mix and dampening the effect of implicit bias.

Tech Tools 

Within the screening process, virtual interviews provide an excellent opportunity to decrease bias. Digital interviews also require more structure than in-person conversations, which may make the experience of interviewing fairer, allowing each candidate the ability to answer and show off the same questions in the same way. One-way video interviews, in which applicants film their own videos reacting to a set list of questions, can be particularly helpful in making recruitment fairer.

New Branding

Now that everything’s interactive, the employee experience has changed. This implies that it is the right moment to revamp the brand of your boss. Your branding is an invaluable opportunity to tell job seekers in a distant world what it is like to work in your company.

Be sure to increase the emphasis of your brand on diversity, equity, and inclusion when revamping the employer brand. For example, in the branding materials and job pages of your employer, this may mean displaying a number of different employees at different levels of your business. Job seekers love hearing stories about why workers enjoy working at your company.

Flexibility makes more open your work

Remote work allows the employees more versatility, and can also assist your efforts for diversity and inclusion. It is now possible to accept candidates who may not have been able to function previously within the boundaries of your more restrictive pre-pandemic work frameworks for positions in your business. This opens up the recruiting efforts to a larger portion of the talent pool. In your job descriptions, you can also detail your flexible work choices to draw sales reps who need extra help. They would be happy to apply to an agency that puts their needs first.

Conclusion

To make our staff truly diverse, inclusive, and equal, we have a long way to go. Let’s take advantage of the moment and all the possibilities provided by virtual recruiting to propel our efforts for diversity and inclusion forward.