3 fair recruitment practices that actually work

3 fair recruitment practices that actually work

Temp work can be cost effective and scalable, but COVID has exposed a harsh reality about temp work:

Workers are inadequately protected. Many have either had to work in an unsafe environment or lose their primary source of income. But here’s the good news:

You can adopt fair recruitment practices and avoid exploitive temp agencies. Here are a few recruiting practices that are worth the extra time and effort.

1. If you want to focus on fair recruiting, offer benefits with a well-being emphasis.

When unemployment rates are high, business executives often exploit the labour market. The people who benefit the least are their employees who often don’t get benefits, accommodations, or support.

This happened in the Great Recession of 2008. Employers cut benefits because they didn’t have to incentivise their workers.

In an economy affected by the pandemic, cutting benefits may seem tempting. But it’s not practical and isn’t fair recruitment, because working professionals want health and safety support. Cutting benefits scares away potential candidates.

Why benefits matter & why is it a fair recruitment practice?

Recently BCG surveyed over 12,000 working professionals in 3 countries. 29% of survey respondents experienced worse mental health during COVID-19.

Workers are exercising less and feel disconnected from their community, family, and friends.  If you want to attract quality candidates, support employee needs such as:

  • Providing a supportive community
  • Help your staff be healthy and strengthen their well-being through supporting programs like gym memberships, mental health support, etc.

2.Address barriers that keep your workforce from being diverse enough.

The demand for a diverse workforce is on the rise, but not everyone’s workforce is as diverse as they want it to be. Here’s what you might not know about the perks of a diverse team:

Diversity may seem like an act of fair recruitment, but there’s also long-term effects that make it worth the effort. Some benefits of a diverse workforce include:

  • Improved decision-making
  • Higher revenue
  • Capturing new markets.

Some suggestions on fair recruitment & making your hiring process a lot more diverse.

Since we gravitate towards people who are the most like us, diversity can be hard to achieve, but if you’re open to addressing the root causes of the lack of diversity, it’s a fixable issue. Attorney, Nadine Sane has some good advice:

“Hiring managers interested in supporting diversity efforts should educate themselves on unconscious bias. They should also establish a hiring process that removes bias from their decisions.”

Removing bias from the hiring process isn’t easy, but blind hiring makes it a lot easier. According to Glassdoor for Employers contributor, Stacey Pollack:

“A blind hiring process removes resume characteristics that are not needed for success.” 

Examples of identifiable characteristics worth omitting include the following: a candidate’s address, age, gender, level of education, and ethnicity.  

When the GapJumpers job board included blind hiring in their hiring process, 40% more minority and female applicants got a job interview.

3.If you want to prioritize fair recruitment, embrace a mix of virtual and on-site recruiting

The pandemic has made virtual recruiting popular. Virtual recruiting uses a mix of video conferencing software and electronic applications to guide candidates through every step of the recruitment process.  According to a recruiting industry LinkedIn survey:

“Virtual recruiting is an industry standard practice that will stick around post-pandemic.”

With virtual recruiting, you can screen more people in a shorter period of time. Especially if you automate the application process and use response templates.

How the pandemic is making virtual hiring popular (and the future of virtual hiring).

Recruiters are looking forward to having in-person as an option when it’s safe to do so. Many miss the benefits of connecting in person but trust the virtual process.

Both virtual and in-person hiring have their pros and cons. Post-COVID, hiring committees can include in-person and virtual interaction in the hiring process.

With virtual recruiting, you can access a wider talent pool. Another benefit is that candidates get scheduling flexibility.

Fair recruiting’s value

Workers want to feel like their needs matter, even if they have not yet signed a contract. Finding the perfect candidate will be a lot easier if you make fair recruiting a priority.

And here’s the best part. Fair recruiting isn’t something you have to do on your own.

The Spot interface provides equal opportunity for all, and we can help you responsibly source your employees. Through inclusive hiring scores, you can measure the impact of your efforts. If your organization’s score is too low, our AI matching algortium can help you improve. With Spot, inclusive hiring is an achievable goal. That’s exactly why a growing number of partners are proud to use our service.

Spot Team

SPOT App has revolutionized the hiring process giving employers easy access to SPOT’s new socio-Gig Economy, giving full control over managing a flexible workforce. Combined with our proprietary Learning Management System, SPOT is the mechanism for workers to "Learn while you Earn".

Leave a Reply