Are Your Selection Processes Hindering Diversity?
In 2019, diversity and inclusion are vital pillars of human resources. Bringing a wealth of different experiences and backgrounds, diversifying your workforce enhances performance and reputation amongst customers.
As such, your recruitment processes are critical to supporting D&I effectively in 2019.
Our recent workshop discussed the best approach to attracting diverse talent. For those who missed it, our handy guide tells you everything you need to know.Click here to download the guide.
So why, despite widespread agreement on the benefits of diversity and inclusion, do so many companies struggle to implement it in any sort of a meaningful way? The answer often lies in your selection processes.
Our next Inclusion 360 workshop with top business psychologist, Paul Rein, on 30th January will explore the dangers attached to a lack of diversity, how flawed selection processes might be hurting your diversity targets and offer solutions to overcome them.
Below we’ve outlined some of the most harmful – and often unnoticed – factors that impact your selection process. Ask yourself if your organisation is prone to either of them.
If interested in attending, please email email@example.com, as places are limited.
There’s no denying it; we are all affected by unconscious bias. We all know not to judge a book by its cover, but it can be difficult to look beyond an exterior and first impressions.
Unconscious bias and systematic barriers can quickly creep up during interviews. It’s only natural for a human being to seek out common interests, manners or traits with an interviewee. This can lead to bias based on gender, lifestyle or cultural background, hindering the possibility of more diverse talent selection.
It is easy for your company to implement selection processes using traditional, tried and tested methods. But this can lead your business to lack diversity, as it selects talent from the same talent pools.
If your business continues to use the same talent pools, the candidate shortlist will remain similar, lacking in diversity and impacting your performance against those who choose to fish in a different or larger pond.
Adopting Solid Selection Solutions
Having worked alongside multinationals, including ASDA and Porsche, business psychologist Paul Rein will offer concrete selection solutions to your diversity woes in this next workshop.
Using his behavioural science and psychometric expertise, Paul designs effective and actionable solutions across the employee cycle, particularly during the recruitment process.
HR professionals are no longer restrained by limited, traditional methods. In this session, modern solutions will be offered and their benefits demonstrated.
From automated assessments on a candidate’s technical ability and expanded talent outreach, to the implementation of diverse recruitment panels and effective utilisation of recruitment partners, this workshop will lead your business to embrace and implement meaningful D&I, enhance performance and talent available for the future.
Diversifying Your Selection Processes: Harvey Nash Ireland
Selection is a crucial point in the recruitment process for your company and its diversity. And it can be difficult to navigate your way to finding the best and most diverse talent.
At Harvey Nash Ireland, we make it our goal to provide diverse selection solutions for our clients.
Do you want to transform your company’s diversity through selection? Join us at our next workshop. We look forward to seeing you there!
Title: “Are Your Selection Processes Hindering Diversity?”
When: 30th January, 1:30pm – 4:30pm
Where: Radisson Blu Royal Hotel, Golden Lane, Dublin 8
To Register: Email firstname.lastname@example.org