Recruitment Across Cultures

In this episode of the CQ for Global Leaders Podcast, Tom discusses how leaders can develop a more inclusive recruitment process to increase diversity in the workplace.
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Recruitment Across Cultures

• Affiliation bias is very common in all forms of recruitment. Affiliation gives us a sense of comfort because as human beings we are attracted to people who are similar to us.
• There is no such thing as a perfect system. We need to always be looking at the outcome that we are trying to achieve and how we can go about that based on what we know today.
• Leaders should be involved in recruitment exercises.
• Ask the sort of questions that look at one’s alignment to the organisational values
• Ask questions about things about a person’s interests apart from the job to know what that person can bring that is unique beyond the skills.
• Leaders should ensure that there is a level of equity in their criteria.
• Be clear about the things you are looking for. 
• Retention is a whole different strategy. 
• When you accept the fact that people are most likely to just be with you for at least a maximum of 3 years because of their own personal development, it allows you think about how you can utilise and maximise the time they are with you before they move on. 
• Train people well enough so they can do what they are good at. Treat them well enough so they don’t want to go. – Richard Branson
• Be conscious of your own biases when it comes to things like accent, language, speed of communication, written skills, and all these different ways that across cultures have slightly different bearings. 

Today’s Take-away

• If you are involved in recruitment, what are some of the biases that you bring not just in your local market but across cultures?
• How do you broaden your field and attract more diversity?
• What are the things that you do to become more inclusive? How do you become the employer of choice?

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