When we think of recruitment, we tend to focus on the actual process of screening candidates. However, the end to end process of finding, engaging and on-boarding talent has a much longer lifecycle than just the candidate screening process, and at each stage of this process there is potential for bias to enter decision making.
The aim of an effective recruitment campaign is to ensure that a transparent and unbiased selection process is followed; resulting in the appointment of the best candidate, based solely on capability for the role and best fit with your organisational values, philosophy, and goals.
COVID has further shown the advantages for leaders and organisations to overcome our bias’s towards backgrounds and experiences, valuing diversity and transferrable skills when looking at recruiting and selection processes in hiring the best fit.
In this workshop we cover:
- What is Unconscious Bias
- Common Bias Hotspots in the Recruitment Process
- Diversity – The Benefits for your business + why diversity hiring is a business imperative (and is still a meritorious process)
- Capability Mapping – what are the actual skills, experience and behaviours required
- Sourcing – How to increase your pool of candidates to include a broader range of people
- Conducting bias-free behavioural based interviews
- Making the best hiring decisions and onboarding
- Tips and traps to avoid minimising the potential for discrimination