There is no question that 2020 has been a unique and arduous year for recruitment. The focus on ensuring that your organization’s hiring process is inclusive is a widely discussed topic. At Chaloner, this is not a new subject for us. Ensuring inclusivity in every step of the recruiting process is something that has been ingrained in the Chaloner fabric for a long time. However, we are still constantly evolving our practices as we learn from our community, and this is true for our candidates and clients as well.
According to the 2020 Recruiter Nation Survey by Jobvite, “Inquiring about an organization’s D&I initiatives has become more common – one-third of recruiters reported that job seekers are doing so more than they did in the previous year.” Hiring managers and HR professionals alike will hear more questions from candidates who want to know how their organization has been intentional about diversity in recruiting. Similarly, candidates should be prepared to discuss how they have led or contributed to an inclusive recruitment process. While creating and maintaining a diverse workforce goes far deeper than recruitment, it is the interview and selection process that lays a foundation for the future.
If you are in a hiring position, where do you start?
And if you are a candidate?
For everyone involved, the key point is to not lose sight of what is important. Ensuring that we all make every effort to source, interview, select and hire with inclusion as a top line priority will lay a great foundation for the future.
Amy Segelin, Partner – Chaloner
Amy co-leads the mission driven practice, oversees the operations of Chaloner, builds business and works on national searches in all industries. She has a strong focus on philanthropy, non-profit and mission driven organizations.