1. Make Your Job Postings More Inclusive
Here are a few prime examples:
A. Minimize your required qualifications. If you want to attract a wide variety of candidates, determine the absolutely necessary educational and work experiences, and leave the rest for the preferred qualifications; focus on the needed skills, rather than perpetuating the idea that less traditional backgrounds could not have led to the development of those skills. Though the exact numbers are up for debate, multiple studies have shown that, compared to men, women apply for fewer roles for which they do not meet all required qualifications. Though it may take more time upfront to review more applications, having a larger candidate pool with a variety of backgrounds will be worth the greater investment.
B. Use gender-inclusive language. Rather than reinforcing the man-woman gender binary by saying, “The successful candidate will utilize his/her…” “He/she will be responsible for…” use “they/them/their.” You want your job description to include candidates who identify outside of the gender binary and to show all readers who see your job description as a reflection of your company that your culture is intentional and inclusive.
C. State the salary. Most jobseekers, especially those who belong to Gen-Z, report being less likely to apply for a job when it does not list the salary (Business Insider). As part of the growing pay transparency movement, listing an equitable salary can also positively impact the productivity of your current employees (Harvard Business Review).
2. Utilize Employee/Business Resource Groups (ERGs/BRGs) for Candidate Referrals
3. Provide Interviewers with Structured Interview Questions and Evaluation Rubrics
4. Follow Up with Candidates Who Do Not Move Forward
If candidates do not move forward in a given search, they could still be successful candidates for different positions at your company or even for that same position when it reopens years or months later. Every interaction you have with a candidate contributes to your company’s brand and reputation. Taking the extra time to follow up with and thank jobseekers who do not move forward can reduce their uncertainty and help them feel seen, which may make them less likely to leave negative interview experience reviews, and more likely to leave positive reviews, on websites like Glassdoor. They may also refer friends to apply for your open positions.