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D&I Recruitment Principles

D&I Recruitment Principles

Posted: 12th February 2021

Viewing 2 posts - 1 through 2 (of 2 total)
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  • #9975
    Anonymous

    Hi all,

    I’m wondering if anyone has any recruitment principles that they’ve put in place to support D&I, and fair opportunities for all? I’m not sure that blanket rules like the ‘rooney rule’ are what I’m looking for, but any useful tips/ideas for what people have used which have worked in balancing speed and commerciality with D&I and having principles that a leadership team can hold each other accountable to?

    Thanks so much
    Natalie

    #10094
    DanCB
    Participant

    Hi Natalie,

    If you’re looking for a place to start, then we really like the idea of having a statement which backs up your promise to potential applicants and is something you can get the leadership team to buy into.  We love this one from HubSpot that they add to their job postings to signal their commitment and how they want people to feel.

    “Confidence can sometimes hold us back from applying for a job. But we’ll let you in on a secret: there’s no such thing as a ‘perfect’ candidate. HubSpot is a place where everyone can grow. So however you identify and whatever background you bring with you, please apply if this is a role that would make you excited to come into work every day.”

    Then your D&I recruitment principles can fit around your external statement – but more focused on what you’re actually going to do. For example,

    – We will write gender neutral job descriptions (with the help of Textio)
    – We will remove unnecessary educational requirements or experiences from the Job description that will not affect the individuals potential to perform in the role
    – We will use blind interview techniques/diverse interview panels
    – We will cast a wider net to increase our talent pool from unrepresented groups (building relationships earlier to speed up recruitment)
    – We will share our D&I current/future goals with our people so that they can hold us to account
    – We will hold ‘stay’ interviews with underrepresented employees to find out what would prevent them from applying for internal roles/promotion
    Etc….

    You may have already seen our latest blog ‘Getting your D&I intentions right’. And there is lots more support on our upcoming D&I webinar on 25th Feb 2021.

    Hope this helps!

    Best wishes,

    Disruptive HR Team

Viewing 2 posts - 1 through 2 (of 2 total)
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