How can you create an inclusive recruitment process for candidates in the US?

1 Define your diversity goals

The first step to creating an inclusive recruitment process is to define your diversity goals and metrics. What are the specific outcomes you want to achieve in terms of diversity, equity, and inclusion (DEI) in your workforce? How will you measure and track your progress and impact? How will you communicate your goals and expectations to your internal and external stakeholders? By defining your diversity goals, you can align your recruitment strategy, budget, and resources with your DEI vision and values.

2 Review your job descriptions

The next step is to review your job descriptions and make sure they are inclusive and appealing to a diverse pool of candidates. Job descriptions are often the first impression that candidates have of your organization and the role, so they should reflect your DEI commitment and culture. To review your job descriptions, you can use tools like Textio or Gender Decoder to identify and eliminate any biased or exclusive language, such as gendered terms, jargon, or unnecessary requirements. You can also highlight the benefits, opportunities, and values that your organization offers to diverse candidates, such as flexible work arrangements, mentorship programs, or employee resource groups.

3 Expand your sourcing channels

Another step to creating an inclusive recruitment process is to expand your sourcing channels and reach out to more diverse talent pools. You can use platforms like LinkedIn, Indeed, or Glassdoor to post your job openings and target candidates based on their location, skills, or interests. You can also leverage your existing networks, such as employee referrals, alumni associations, or professional organizations, to spread the word and encourage diverse applicants. Additionally, you can partner with external agencies or groups that specialize in connecting you with diverse candidates, such as DiversityJobs, Hire Heroes USA, or Out & Equal.

4 Standardize your assessment methods

The fourth step is to standardize your assessment methods and ensure that they are fair, objective, and relevant to the role. Assessment methods are the tools and techniques that you use to evaluate the skills, abilities, and fit of the candidates, such as resumes, interviews, tests, or simulations. To standardize your assessment methods, you can use criteria-based scoring systems, structured interview guides, or blind resume reviews to eliminate any subjective or unconscious bias from your decision making. You can also use online platforms like HireVue, Codility, or Criteria to administer and score your assessments remotely and consistently.

5 Foster a positive candidate experience

The final step is to foster a positive candidate experience throughout the recruitment process and beyond. A positive candidate experience is the perception and impression that candidates have of your organization and the role, based on their interactions with you and your team. To foster a positive candidate experience, you can communicate clearly and frequently with the candidates, provide them with feedback and support, and respect their time and preferences. You can also showcase your DEI culture and values, such as by introducing them to diverse team members, sharing success stories, or inviting them to virtual events.

Creating an inclusive recruitment process for candidates in the US is not a one-time effort, but a continuous journey. By following these tips, you can improve your recruitment process and outcomes, and build a more diverse, equitable, and inclusive workforce for your organization.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?