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.
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.
- 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?