There have been numerous calls for a diversified and inclusive working environment. Despite several UK employers pledging their support and commitment to Black Lives Matter, structural racism remains in the workplace. Inequality still permeates the corporate world, and a study indicates that employers discriminate against Black job applicants.
It’s not enough to say it; inclusion and diversity require action. What can be done to make Black employers feel safe? The reality is that there’s little shortage of Black talent in the market, making it difficult for skilled Black professionals to become visible. In the long run, this pushes hiring costs through the roof. Job openings in the UK are at an all-time high.
According to a report, there were 1,298,400 vacancies between November 2021 and January 2022. Employers haven’t addressed discrimination in the workplace or proven that promotions are fair. It’s a wake-up call for management that Black professionals are more likely to leave their jobs than their White counterparts. To get enough Black talent in the door, what can be done?
Expanding qualification considerations when hiring Black professionals is key
The difficulties presented in the current labour market have significantly influenced businesses. Companies are looking everywhere for workers as there are more job opportunities than applicants. Some businesses are revisiting their skills assessment to attract more applicants. What kind of demands are we referring to in terms of a simple hiring process? It can be anything from background checks, work experience, GPA, and even drug tests. It allows employers to widen the pool of talent they attract while providing professionals the chance to leverage existing skills and experience.
The more restricted the hiring processes are, the harder it is for Black employees to level up their careers and for employees to grow their businesses. Companies are reassessing their hiring standards to attract more entry-level workers who will ideally stick around, pick up new skills, and gradually advance through the ranks. To help relax the hiring process, employees should consider expanding their hiring qualifications.
One reason is that relaxed qualifications encourage more applicants from non-traditional backgrounds. These employees might have previously gone unnoticed by employers despite possessing the necessary technical and soft skills because they needed to meet the employment standards. Others might have yet to apply since they didn’t think they would be considered.
It can also assist businesses in reducing their hiring costs financially. Lowering standards can help firms increase their talent pool and decrease the cost of hiring that talent.
There is also a correlation between lowering job criteria and promoting gender diversity. You can make your job postings more inclusive and attract more qualified women to apply by keeping your job qualifications to those necessary to accomplish the job well.
Employers are re-evaluating the importance of college degree requirements and putting more of an emphasis on skill-based hiring. This sort of hiring pays less attention to the value of university degrees as an indicator of skills. Instead, skill-based hiring bases hiring decisions on abilities that can be seen in the workplace.
Are your recruitment and hiring processes stifling or promoting their growth? A rigorous set of prerequisites on job postings puts you at a significant competitive disadvantage by excluding qualified individuals who lack formal experience or education when fewer are actively looking for work.
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