This week, we’ll talk about Inclusive Hiring. In case you’re overwhelmed with all the Inclusive Hiring guides out there, we’re happy to share with you the 12 best practices which will help you kick-start your Inclusive Hiring journey. Besides, we’ll discuss the benefits that outsourcing can bring to your hiring process. Enjoy!
Today, we’ll talk about outsourcing your hiring process and list the 12 inclusive practices your hiring team should have adopted like… yesterday?
Welcome back to The Tea on Recruiting, where we share insightful and thought-provoking content that can help you shape your recruiting career. Let’s check this out!
Perhaps you have a role that’s difficult to fill or there are some tasks that your team needs help with? So the article we read suggested that to be competitive, organizations should consider outsourcing their recruitment process. And I know that those of you who work for agencies right now are popping bottles of champagne and screaming and jumping on their desk, and it’s mayhem. But the ones who are working as Talent Acquisition professionals, please… stop crying into that bucket – Don’t be scared! Don’t be sad! I’m sure there is a way to flip this and make sure that you can use it to your advantage. So why should a company outsource their hiring process?
Now, are you ready for today’s second piece of content?
Inclusive hiring translates into lower legal risks, and it preserves your reputation, but most importantly, it’s the most ethical way to hire. That’s why we’ve read “12 Inclusive Hiring Practices Your Organization Should Implement”. These are some things you can do to make your hiring process more inclusive:
And now onto the CandE Crash.
You know how it goes, the more barbaric your treatment of candidates, the more demonic the reviews on your Glassdoor page. Shout out to a company we won’t name. Let’s read this:
“It was the worst interview that I already had so far. It was conducted by phone for about 15 minutes. First, the interviewer was coughing all the time during my answers. It can happen, and I understand. However, regular people usually apologize and give time to answer again or ask to repeat the response. I felt she couldn’t listen to my responses because she was very impatient. She was extremely impolite, changing questions when I haven’t finished answers, cutting me off at all times and rushing me.
In the end, what I was supposed to make questions to know a little bit more about their company. I asked about the culture and what she liked most about working there. She was arrogant, suggesting me to have a look at the reviews on Glassdoor or reading about the company’s culture to find out more about them. At that point, I gave up doing more questions.
After a few days, she called me to inform the result. I said that I couldn’t talk at the moment because I was going to work. But she insisted on giving me the feedback very quickly. I was on the lift and the only thing I could hear was that I wasn’t approved and something else that I couldn’t listen to.”
This is shameful. Why do you have to be so rude? Was there a song “Why you got to be so rudeeeeeeeeeee?”
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Now thank you for watching The Tea on Recruiting. Take care, and see you soon!