Business owners have spent a lot of money in hiring, coaching, and maintaining reliable employees. In some cases, despite making those huge investments, things may go wrong if the manager fails to hire the right person for the job.
As the owner of your enterprise, your goal should be to create a hiring process where you’re focused on being non-discriminatory, and apply those practices to the workplace.
So how avoid getting caught in a similar ordeal? Here are some techniques to pursue during the hiring process to help you eliminate unlawful discrimination from your company:
#1. Embrace diversity from the get-go
This is fundamental within the office given that it builds a company with a unique, dynamic and a strong ability to adapt. Diversity also results in creative solutions for issues, and in more productivity.
Hiring managers often make mistakes when hiring simply because they are blinded by the persons race, gender and age. Your mindset from the beginning of the hiring process counts. You shouldn’t judge people by their race, age or gender. Those factors are quite irrelevant in getting the job done. Find someone whose skills, abilities and expertise match the job, not his or her looks!
Be direct with your candidates. Doing so will give them an idea about your expectations, plans and goals. Maybe then he or she will know exactly what to do in order to perform up to your expectations.
#2. Create a values-based process
Another simple option to prevent discrimination when hiring is to take a values-based approach. As soon as a corporation establishes values, the hiring manager’s job will be made easier as his decision will be based on those values.
Study your company’s core values and outline them specifically. Hiring based on values- and the behaviors that comply with those values- can be very crucial in helping you avoid discrimination during the hiring phases.
Eradicate discrimination within your company by ensuring your interviewer asks every candidate the same set of questions. Even though the follow-up questions could vary depending on the candidate’s answers, the point is everyone’s questions must be the identical.
The questions should be constructed in such a way that you’ll be able to examine the applicant’s potential in general areas, e.g. communication skills and ability to socialize. It is a reasonable process for opting whether the applicant is competent of performing the general capabilities that the role may just require.
In addition, you ought to involve different staff or managers on a panel interview even though it’s a different strategy but it helps. A different interviewer might be able to point out the key points that his colleague previously missed. With that being said, I guess what I’m trying to say is delivering a consistent interview experience is a highly effective strategy to avoid discrimination and collect information from each candidate in more fair manner.
#3. Continue to review and improve the process
Similar to the way most business practices are, there’s never a “set it and forget it” with the hiring process. Business is all about change and advancing to the next level, so your hiring approach should also reflect that.
Some hiring managers fail to keep in touch with the candidate until weeks upon interviewing them. It’s absolutely crucial to consistently collect candidate feedback and reviewing the hiring process. So keep in touch with your candidates by systemizing your own feedback process through utilizing surveys and questionnaires in order to determine the candidate’s level of expertise.
Being an employer or manager, utilize this information to write a policy emphasizing on “equal opportunity”. Thus avoiding discrimination and unethical behavior within your organization.
#4. Identify disqualification reasons
Quite a number of cases have been reported wherein employers fail to explain to the candidates why a specific position was not granted.
In the event any company determines the reasons why it did not hire a candidate, it is obliged provide a detailed explanation to the candidate as to why he or she wasn’t hired.
By doing so, both parties involved can be guaranteed that race, gender, age, disabilities and the like did not play a position in the evaluation process.
Do you know other ways employers can support a non-discriminatory hiring process? Please share your thoughts in the comments section below.