Attract & Hire the Best & Brightest Candidates
Regardless of where you are on the journey to promote diversity and to be an inclusive employer of choice, this step-by-step Inclusive Person-Centric Hiring Strategy has something to offer. Time is precious, so we have pulled together in one handy resource some of the best tips and tools to support businesses and organizations of any size looking to expand or adopt more inclusive hiring practices.
An Inclusive Person-Centric Hiring Strategy
What is an Inclusive Person-Centric Hiring Solution?
The IDEAS 4 Gender Equality Hiring Solution is an online step-by-step guide, designed for small to mid-sized Canadian businesses and organizations looking to refine their hiring practices to achieve greater diversity and equity.
The Solution:
- Includes six tangible action steps that an individual business owner or decision-maker can take to set out policies and recruitment approaches for more inclusive hiring practices.
- Demonstrates the benefits of using an inclusive person-centric recruitment approach to meet current and future hiring needs.
- Provides opportunities for reflection, interactive activities, resource links and samples to support your journey.
This is “NOT” your standard hiring solution.
- Although it references many of the required steps for a solid hiring campaign, it focuses on how to use an intentional inclusion, diversity, equity, and access lens across the six-step hiring process.
- It will draw attention to some important work that your team will need to consider to support the short and long-term success of your new hire and existing team members.
Creating a community of belonging is how you will fully reap the benefits of your commitment to developing an Inclusive Person-centric Hiring Strategy, where the new hire and your organization as a whole can learn and grow together.
Six Steps to an Inclusive Person-Centric Hiring Solution
The online hiring solution is a self-directed learning experience that invites users to choose what they want to explore and when.
Users:
- Will be at different stages in their quest to be an inclusive employer of choice.
- Will begin by exploring the key terms, concepts, and resources introduced in Step One that resonate with where they are today.
- Can expect that they will revisit steps as they progress through the solution to explore new items of interest.
Step 1
Understanding how our history affects the workplace today – key concepts, terms and definitions.
Step 2
Finding the diverse talent you need and growing your current talent begins with looking at your community and your organization with fresh eyes.
Language that is inclusive and focuses on the “role and core competencies for success” is the key to hiring qualified persons that reflect the rich diversity within your community.
Step 4
Attract a broad applicant pool by transferring the person-centric job description content to an inclusive job posting and application selection process.
Step 5
Strategies and tools to manage interviewer bias promote interviewer and candidate confidence in a fair and equitable hiring process.
Step 6
Building a community of belonging that creates space for continued learning and long-term success for all.
About the IDEAS 4 Gender Equality Project
IDEAS is an acronym for Inclusion, Diversity, Equity, Access and Sustainable Solutions. (IDEAS_Defined_EN-FR-Resource)
- Incorporating IDEAS into the hiring process can engage underserved and underrepresented individuals and communities in the workforce by removing barriers and addressing structural inequities.
- Organizations that embrace IDEAS foster cultures that promote belonging, minimize biases, broaden their community appeal and outreach, and expand their candidate pool.
Learn more about the IDEAS4GE Project and how multi-stakeholder Solution-builders collaborated in the development of this resource.
Acknowledgements
The Inclusive Person-centric Hiring Strategies outlined in this resource build upon the equity, diversity, and inclusion (EDI) practices used by many experts in the recruitment and hiring fields of work. It also incorporates recommended policies and operational practices collected from grassroots organizations and diverse multi-stakeholders and sectors working to promote gender equality through systemic changes to workplace hiring practices. (Contributing sources and citations are woven throughout the solution and listed in their entirety in the Reference Page)
Special thanks to the Project Team, Solution-Builders and Review Team Members.
Disclaimer:
Information in this resource is provided solely for the user’s knowledge. While extensively researched and considered accurate, it is provided strictly “as is” and without warranty, either expressed or implied. The IDEAS4GE Team and Solution-builders or associates will not be liable for any damages, direct or indirect, or lost profits or data arising from your use of the information presented in this resource. Use of this free resource constitutes acceptance of these terms and conditions.
Note: that the terms and acronyms used in this resource are provisional and reflect the general understanding at the time of the solution design (2023).
