Is Your Unconscious Bias Blocking the Path to Top Talent?

1. Detox your job descriptions:

First one is a given. Ditch the jargon and overly specific requirements. Whether you’re the line manager or the HR head, team up with each other to focus on core skills and competencies needed for your precise role and the impact you expect from them. During this early stage it is effective to conduct a thorough assessment of potential biases that may encroach the job description. Bring in 2 or more reviewers to challenge any specifications in the JD.

Here’s another key thing to consider: potential. Don’t forget about undervalued soft skills; consider if you’d rather have a candidate with the right attitude, perspective, and ability to learn or a technically skilled candidate with poor judgement….

Small language changes in job descriptions go a long way in increasing diverse talent stream, for instance, studies show that gendered language in job descriptions can deter qualified women from even applying.

2. Boost your advertising:

Candidates appreciate transparency and clarity so include your recruitment partnerships on job ads. Be selective with your partnerships, choosing those that can access a wide network and diverse array of talent themselves. You should also leverage your social media platforms to reach a wider audience.

3. Accessibility using job boards

Don’t limit yourself to 1 or 2 job boards, use a wide range of suitable entry points to your business, to boost awareness of the role and reach a greater number of people. Use multiple application formats, such as large text and audio options, and consider utilizing AI tools to remove bias from language screening.

4. Adapt interviews by learning and personality styles:

Give the candidate choices in interviews or presentations to cater to various learning styles. From this, you also learn a lot more from the candidate! For example, you could allow your candidates to showcase themselves and their skills with pre-recorded presentations, to present with a whiteboard or discuss over the table….

4. Data-Driven Decisions:

Increase objectivity in a candidate by using a standard screening decision matrix rooted in your specific company criteria set out at the start of the process. Remember to focus on the candidate’s performance during the interview, and not rely on gut feelings. Another thing to come back to is long-term potential! The candidate may not be a superstar right away but may carry qualities that reveal long-term growth within the company.

Do you know what’s often overlooked in the recruitment process? Onboarding. Offer stage and right on through the first 2 weeks in company are a critical time. New starters should feel included and welcomed into the business.

• Personalised Offers: Personally presenting job offers is a great way to show your commitment to the candidate and address any immediate concerns. Don’t expect candidates to give an answer right away and emphasise you understand the time they may need to take to make a decision.
• Feedback Loop: Here’s a good thing to try in your recruitment process – gather feedback from unsuccessful candidates to identify areas for improvement. This way future candidates benefit from a more objective, productive and rewarding process.
• Customized Onboarding: Here’s another opportunity to tailor to different new employees. Consider individual needs, learning styles and the personality type you established during interviews! Get to know any specific accommodations needed for your new starter.

By adopting these strategies and collecting data throughout the recruitment process, you can identify the most effective channels for attracting a diverse pool of talent. This data will be instrumental in continuously improving your recruitment practices and building a truly inclusive renewable energy workforce, ready to power a brighter future.