Three tips for more tech-savvy recruitment

Diversity and inclusion are central to creating a healthy and stimulating work environment. Developing a receptive company culture and an open mindset can take years of planning and hard work. However, technology companies across the UK and further afield continue to fall short of the first hurdle of inclusion – recruitment.

Le almost a third Among LGBTQ + students who openly admitted to avoiding a career in technology, there are no doubt that there are systemic issues within the industry’s recruitment strategies. In an increasingly competitive and constrained job market, jobseekers are under more pressure than ever before. If active measures are not taken to ensure that the recruitment process is fair and that all underlying biases are avoided, technology companies are likely to continue to see inequalities in their workplaces.

Study by Stonewall it was found that almost one in five members of the LGBTQ + community discriminated when applying for or being interviewed. Employers must take conscious action to ensure that no candidate feels ashamed, vulnerable or exploited when looking for a new job.

Therefore, conscious and united action – across the technology industry – is needed to reform the recruitment process. While Pride Month is a great platform to broadcast and discuss LGBTQ + issues, it is important that the strategies devised by industry voices help LGBTQ + communities throughout the year.

With this in mind, here are three ways in which technology companies can apply a more inclusive approach to their recruitment process.

1. Use gender neutral language in job descriptions and advertisements

The language we use on a daily basis is gender – coded and, as a result, often exclusive. The use of gender-neutral language suggests to potential employees that the recruiter, and the company, are welcoming LGBTQ + employees.

Job descriptions and advertisements play a key role in shaping a candidate ‘s view of the company and its role. Features such as a range of employee salaries and benefits are used to attract talent and the same metrics must be applied to ensure that members of LGBTQ + backgrounds are not deterred from applying.

2. Divide pronouns at the beginning of the recruitment process

Small gestures often have a very significant impact. Sharing a person’s pronouns in their LinkedIn profile can be immediately followed by an email signature or Twitter feed, and a signal to candidates that they can feel comfortable applying for the role, regardless of the favorite pronouns or their sexual orientation.

Respecting everyone’s identity in any work environment is crucial, and this is a culture that can be nurtured from the outset, starting with the interview process. Sharing a person’s nicknames during the initial stages of recruitment ensures that both parties enter into the interview knowing that no default bias has been applied.

The inclusion of pronouns is particularly important for those undergoing, or undergoing, gender reassignment; the recruiter should not address the applicants by their dead name (their name before the transfer) which may still appear in official documents, even though the applicant no longer uses it. It may disrupt an applicant or if he or she may be misrepresented or disrupted, interfere with their interview performance, or even hinder his or her chances of success.

3. Avoid discriminatory interview questions

Questions are the basis of a successful interview and are crucial in preventing ‘Mini-Me’ syndrome, which is when employers employ candidates who are similar to themselves. It could be argued that ensuring that interview questions are relevant and professional is the final step in creating comprehensive recruitment.

It is vital to avoid potentially discriminatory topics, on any basis. This may include clearer topics such as political affiliation, religious beliefs or sexual orientation, for lesser known micro-attacks, such as asking the interviewee if they have children, or their appearance questioning – all questions must remain within a professional and comprehensive remit. Questions can be focused on the parameters and requirements of the role, as well as how the candidate fits into the larger company culture, without asking personal questions or prompting questions.

By combining the above, technology companies can systematically address the way they recruit new staff, and measure the steps they have already taken to ensure that LGBTQ + candidates feel comfortable. Additional steps, such as providing workshops and training to educate new employees about inclusive leadership, can help build on the recruitment process, ensuring that all new employees are aware of how they can conduct exclusive behavior in the center avoid work.

While clear improvements have been made in recent years, it is vital that technology, as an industry, continues to support and encourage diversity, starting with their recruitment.

Felizitas Lichtenberg is the leader of the global fintech company’s diversity and inclusion SumUp.

Three tips for more tech-savvy recruitment

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