Diversity & Inclusion (D&I) remain high on the agenda of business strategy in 2020 as many leaders are realising the potentials and benefits it reaps.
At Alcami, we believe it is a business imperative and have built a platform that specifically hones in on this.
In this article, I explore the benefits that multiple organisations are seeing by embracing D&I as well as ways that recruiting leaders are utilising features in our video interviewing platform as part of their D&I strategy.
Organisations who prioritise diversity perceive it as an asset for both the business and employees. There is no doubt about the tremendous benefits organisations with a diverse workforce enjoy.
A Boston Consulting Group study identified they perform better financially and, in fact, found diverse teams produce 19% more revenue. The financial rewards result from diversity, creating a more innovative and creative workforce with better problem-solving capabilities.
The case for diversity speaks for itself. Yet diversity is only one half of D&I. You have to put in effort, time and attention into building a diverse workforce which includes an array of different ages, ethnicities, religions, genders and worldviews across your leadership and team/s.
“For diversity to be successful, it needs to be underpinned by an organisation’s commitment to inclusivity across every aspect of business and culture.”
Furthermore, a US study found that diversity followed up with inclusivity at all levels of decision-making maximises business performance. The results showed:
• Inclusive teams make better business decisions up to 87% of the time.
• Teams that follow an inclusive process make decisions twice as fast.
How Talent Acquisition Managers can utilise new features in Video Interviewing software to help foster this growth.
Helping organisations to overcome diversity challenges was a prime concern in the development of the Alcami Interactive platform. Here are 3 ways that our asynchronous Video Interviewing system is solving these problems.
Diversity Technology: Our software enables an Evaluator to hide certain aspects of the candidate’s responses to help reduce bias led to hiring decisions. To build objectivity (merit-based recruitment), organisations can activate capabilities such as:
Hiding video – minimises any potential appearance or age biases assessors may have.
Personal details – mask spelling of candidates name to reduce any ethnic bias an assessor may have by spelling a name.
Disguising voice: masking indicators that could raise prejudice, such as an accent and gender.
Hiding feedback from candidates: If assessors want to assess candidates objectively without allowing information from candidates to influence the decision (such as a candidate having connections internally).
Hiding evaluator feedback from other assessors: Minimises chances of group-think.
2. Encourage Diverse Hiring Teams: It is our recommendation to clients to assemble a panel of three assessors with diverse backgrounds and inherent traits. Asynchronous video interviews make this easier for organisations because schedule constraints don’t limit you. Each assessor can watch back and assess the candidates at a time and place that is convenient for them.
3. Opportunity to showcase diversity across your organisation: Using pre-recorded questions in a video interview offers a unique opportunity to businesses to showcase the many diverse people who work there. Recruit diverse team members of different ages, ethnicities, genders, educational background to ask the questions. This creates an immediate positive impact and delivers a positive experience for the candidates.
There is no true meaningful diversity without inclusion and providing employees with a sense of belonging. You will very quickly lose the diverse talent you have worked hard to recruit if the workplace doesn’t emit inclusive practices across every facet of the business. Creating an inclusive environment begins in your hiring practices.
Here are three ways that our Video Interviewing platform is helping recruiters foster inclusion in their hiring process:
Reasonable Adjustment Process: This D&I technology is unique globally to our platform. For organisations who would like to intentionally promote “we are a diverse and inclusive organisation that fosters a sense of belonging”, amplify in the application process people with disabilities and neurodiverse needs are considered, and ‘reasonable adjustments’ in the video interviewing process can be made. Adjustments include adjusting the deadline, extending thinking time and answering time per question.
Formulate Inclusive Questions: Creating pre-recorded questions allows for the formulation of thoughtful questions. Include your diverse team members by asking for input on whether they feel any of the questions are worded in a way that would make them feel excluded from the organisation if they were to answer it. Also, ensure the questions are representative of your organisation’s inclusive culture.
Screen More Candidates: The ability to screen more candidates in less time means our clients can invite a broader pool of candidates to screen for roles. More candidates are given an opportunity where before they may have been screened out due to lack of time and low predictive measures of success being used by the organisation in selecting their successful candidates.
D&I is as complex as the structures of our organisations. By utilising video interviewing into your recruitment practices, you are communicating to candidates that your culture is committed to nurturing diversity and ensuring everyone feels a sense of belonging, respect and feel fully accepted for who they are. D&I is never a done deal; it is an ongoing process which will evolve as businesses and humans do.
If you need some guidance shaping the process for your hiring needs, get in touch with us at Alcami Interactive to request a personalised demo.