Preparing for the hiring process

Most employers recognise the fact that employees are their greatest asset, and the right recruitment and induction processes are vital in ensuring that a new employee becomes effective in the shortest possible time.  A mistake during the planning can be costly and could damage the future employment relationship. 

You should plan to make sure:

• you have a clear idea of all the costs of hiring someone;
• you follow a clear, consistent employment process;
• you have identified the real requirements and skills needed for the job and have clearly communicated these to all job applicants;
• the privacy and confidentiality of applicants is maintained;
• advertising, selection and hiring decisions are made fairly and not on unlawful grounds;
• communications with applicants are clear, with no outstanding areas of uncertainly; and
• there is an induction process giving the employee a fair chance of reaching the expected standard of performance.

For more information, follow the links for employers below and access the Labour Relations Agency Advisory Guide from the 'Tools and Resources' tab opposite.

The goal of inclusive, equitable recruitment is the design of a fair process that aims to attract and select a diverse range of candidates, including those from traditionally underrepresented groups such as women, people with disabilities, people of colour, LGBTQ+ individuals, and others.

A diverse workforce better reflects the society from which it is drawn, and therefore it can better understand and meet the needs of a diverse customer or user base. This leads to benefits such as better customer service, fresh ideas, greater adaptability to change, creative thinking and more innovation. A diverse workforce can also help to reduce discrimination and promote a more inclusive workplace culture, which is a central element in promoting higher levels of employee engagement. Evidence has shown that organisations with high levels of employee engagement enjoy positive benefits such as improved employee morale, improved productivity, higher retention and savings coming from reduced staff turnover.  

Diversity shouldn’t end with an organisation’s workforce though. It is important that it extends to its leadership, as this shows inclusivity at all levels and can provide better informed decision making based on diverse perspectives, wider experience and greater representation. It also sets an example for the rest of the organisation to follow and can lead to a greater sense of fairness and trust throughout the organisation.       

A successful inclusive recruitment process helps to eliminate biases and barriers that may prevent qualified candidates from being considered for job opportunities, allowing them to reach their full potential, with obvious benefits both the individual, the employer and wider society.

Inclusive recruitment strategies may include job postings that use inclusive language, outreach to diverse communities, partnerships with organisations that serve underrepresented groups, and training for recruiters and hiring managers on unconscious bias and diversity, equity, and inclusion best practices.

Equitable recruitment not only helps to create a more diverse and inclusive workplace, but also has been shown to improve business performance by promoting innovation, increasing employee engagement, and enhancing customer satisfaction.