Inclusive hiring practices make your workforce more accessible. Most candidates want to know whether your company culture is inclusive before applying for jobs.

According to a 2022 survey by The Muse, 72% of the 2,500 respondents reported experiencing “shift shock” when starting a new job. They were surprised that the position or company significantly differed from what they were led to believe, and many regretted taking the jobs.

The survey found that:

• 41% of respondents would give a new job 2-6 months if they felt “shift shock” as a new hire.
• 48% would try to get back to their previous job if they experienced “shift shock” at a new company.
• 80% of respondents found it acceptable to leave a new job before 6 months if it did not reach their expectations.

The top concerns for many candidates include whether your work environment is safe, whether employees can be their true selves, and whether there is a true sense of belonging. Creating a work environment where employees of all backgrounds and identities can thrive makes your workforce more accessible.

Use these tips to implement inclusive hiring practices that make your workforce more accessible.

Base Hiring Practices on Your Diversity, Equity, and Inclusion Statement

Create a diversity, equity, and inclusion (DEI) statement that explains your DEI values, indicates what your business stands for, and shows how it serves the community. Then, use your DEI statement to guide your hiring practices.

Stating your DEI priorities clarifies your accountability standards and strengthens trust with employees and candidates. Building each procedure in your hiring timeline around your values statement helps create a more accessible workplace.

Practice Inclusive Sourcing and Interviewing

Implement these tips to strengthen transparency, equity, and psychological safety in your inclusive hiring practices:

• Ensure your hiring team demonstrates diversity.
• Share clear, concise job descriptions free from coded language and unnecessary requirements.
• Post job openings on job boards that serve diverse talent.
• Openly discuss equitable pay rates and benefits during interviews.
• Encourage the hiring team and candidates to openly discuss workplace inclusivity.

Use Work Samples for Skills Evaluation

Ask select candidates to complete work sample tests relevant to the role. Include challenges commonly encountered in the position to see how each candidate handles them. Then, use the results to objectively evaluate each candidate’s skills and problem-solving abilities to determine which candidate receives a job offer.

Would you like help creating more inclusive hiring practices?

You can make your hiring practices more inclusive by basing hiring practices on your DEI statement, practicing inclusive sourcing and interviewing, and using work samples to evaluate skills. These activities help make your workforce more accessible.

Talk with Arlington Resources for guidance and support in developing more inclusive hiring practices for a more accessible workforce. Reach out to start the conversation today.