Skip to main content

When hiring new employees, it should go without saying that you want to hire the best applicant possible. In addition to establishing a recruitment process that aids in attracting and selecting the best personnel, you must ensure that you have fair recruitment practices that are fair, lawful, and in compliance with regional and labour rules.

However, you should not rely only on this desire to maintain fair employment practices. You should do so because it is morally correct to give all applicants equal opportunity, regardless of their history, gender, colour, ethnicity, religion, sexual orientation, age, disability, or other traits.

What is fair recruitment?

Fair hiring entails both anti-discrimination laws and the belief that candidates should be chosen solely on the basis of their qualifications, rather than characteristics such as race, gender, or religion. To achieve a fair recruitment standard, businesses must follow labour standards that prohibit hiring discrimination, as well as use blind hiring and other diverse hiring practices.

Overcoming unconscious preconceptions throughout the employment process is another aspect of fair recruitment. One of the reasons many recruiters struggle to fill positions with diverse backgrounds is unconscious bias, or taught assumptions that are instinctive, unplanned, and deeply embedded in our thinking. Fair hiring is necessary not only for legal reasons but also for improved business outcomes and a more favourable employee experience.

What is the importance of fair recruitment?

Fair hiring is crucial because it illustrates a company’s ethical obligation to address structural disparities in the workplace that may exist due to gender identity, race, sexual orientation, handicap, or any other group that is disadvantaged. Beyond the moral and legal implications of fair recruitment, your company will benefit immediately from cultivating a diverse and inclusive team. A fair selection procedure is intended to increase the legitimacy of the decision-making of the selecting authority, which benefits a company’s bottom line.

What are the best practices to ensure fair recruitment?

The first step to fostering a more diverse workforce and achieving the innovation, employee engagement, productivity, and financial success that come from an inclusive organization is to ensure fairness in the hiring process. With these six fair recruitment practices, you can move closer to fair hiring.

Write inclusive job ads to have a fair recruitment

The language you use in your job ads may unintentionally discourage talented, diverse candidates from applying. You can establish fair recruiting procedures at your organization by using inclusive language in your job advertisements and eliminating unconscious prejudice. Gender Decoder and other tools can assist you in creating inclusive job postings. Make sure your EEO (Equal Employment Opportunity) statement is included in your job advertisement.

If you’re unsure of what gender-coded language or unconscious prejudice in job descriptions sounds like, consider the following examples:

●      Consider the term “person” rather of “man,” for as “salesperson” instead of “salesman.”

●      To maintain gender neutrality, refer to your squad as team or people rather than guys.

●      Change “maternity” to “parenthood” to reflect the fact that not only women are responsible for raising children.

●      Be cautious when using terms with gender specific meanings. Look for impartial substitutions to use in your job postings.

Implement personality assessment tests to enhance fair recruitment:

Skill evaluation is an effective and successful method of making fair recruitment decisions. A pre-employment skill evaluation can be used to determine a candidate’s career readiness.

Can they take on the level of responsibility outlined in the job description?

Using personality assessments provided by Swayam Analytics, recruitment teams may assess both technical and soft skills. Testing candidates’ skills encourages equitable hiring while also saving recruiters time and money.

Training on EEOC helps to have a fair recruitment in organizations:

Involve everyone in the fair recruitment process, not just recruiters, and make sure they are all aware of the risks associated with breaking local and national labor laws. To ensure that they are on board with and supportive of the inclusive work environment you are establishing, all staff members should take unconscious bias training on a regular basis. To achieve fair hiring, a combination of technology, training, diversity hiring objectives, and blind hiring practices must be implemented. Following EEOC guidelines, eliminating discriminatory language from job descriptions, and integrating as many diverse opinions as you can in the hiring process are all ways to ensure fair recruitment.

A final word on a fair recruitment process:

Remember that by ensuring fair recruitment procedures, you are not only recruiting in an inclusive manner, but also increasing the effectiveness of your organization.

Make certain that your hiring procedures are constantly scrutinized to ensure that all applicants are treated equitably. If there are any differences between the candidates you are attracting and the individuals you are hiring, this could be problematic.