Adapting to Hybrid Work Models

Please stop telling your recruitment partners that "it'd be great if you could find a woman for the team". ❌ Instead, start doing the following... ✅ Evaluate your sales culture. If it's feels like a "boys club", it is. Fix it. ✅ Analyse the language you are using. Gendered wording of job advertisements signals who belongs and who does not. "Masculine- worded ads reduced perceived belongingness [among women], which in turn lead to less job appeal, regardless of one’s perception of their personal skill to perform that job." - Journal of Personality and Social Psychology, January 2011 - (🔗 Link in comments.) ✅ Provide workplace flexibility A 2023 study conducted by the University of Oxford’s Well-being Research Centre found that when it comes to fostering a positive working environment, reducing stress, and boosting employee resilience, flexibility is one of the most effective elements required to create a healthy work-life balance. The findings correlate with a separate study which found that post-pandemic, 72% of women are prioritising purpose and balance at work, and are looking for the flexibility that facilitates this. (🔗 Link in comments.) ✅ Build an infrastructure and culture of coaching and support. The opportunity to be coached by other women (both internal and external) goes a long way in not only developing existing staff members, but also in attracting new talent. (Bonus point: ensure your interview processes are as gender diverse as possible. You can't be what you can't see.) ✅ Implement gender-neutral and diversity-inclusive policies. Offer gender-neutral parental leave policies to prevent issues like absence visibility, project loss, and early return pressure. In my experience, the Nordics lead the way in gender-equitable parental leave policies, for example. ✅ Address any existing gender pay gaps. It's 2024... This shouldn't even have to be a point. I'm a recruitment & search professional. I'm not a DE&I specialist. But I really hope one day the conversation changes from "it'd be great if you could find us a woman" to "we have awesome diversity in our team because...". Women in sales & those of you in gender diverse businesses - what else would you add? LP ✌️ Pack GTM | SaaS Sales Recruitment in Germany #sales #hiring #careers #startups #recruitment 

If you always use the same methods to recruit - you'll always end up with the same people. Whether you're trying to reach more diverse staff, volunteers, or supporters; exploring different means of reaching out is key. This is something I've been spending a lot of time thinking about with my team, as we know we have a long way to go on our journey to be more diverse, equitable, and inclusive Here are some things we've tried: 💡 Working with local community organisations - we've been identifying, building relationships with, and supporting local community organisations to use our content and share relevant opportunities with the people they reach. We seek to ensure a positive benefit for both organisations, so this approach is not extractive. 💡 Trialling place based advertising - as well as targeting specific geographic locale's, we are exploring digital 'places', that allow us to reach specific audiences we are currently underserving. 💡 Supporting user generated content - one of the best ways we have found to engage diverse audiences is supporting user generated content, through seeing 'people like me'. This rough and ready and very real approach, allows us to hear from individuals in a format that is relaxed and informal. 💡 Increasing online presence - particularly when trying to reach more young people, we have boosted our online spaces in places where young people are at. We go to them, rather than expecting it to be the other way round. We need everyone's support in bringing our world back to life and it's up to us to ensure that everyone feels able, welcome, and excited to be a part of that. I'd love to know your thoughts and what you have tried? #Diversity #Inclusion #Equity #Recruitment

How to solve the "pipeline problem" in diversity hiring? It's not a shortage of talent, it's a failure in strategy. As a diversity and inclusion advocate and co-founder of Chezie, I have often encountered the "pipeline problem" excuse in discussions about diversity recruiting failures. Let’s address this misconception and explore the real reasons behind the underrepresentation of diverse talents in top companies. → 𝟏/ 𝐃𝐞𝐛𝐮𝐧𝐤𝐢𝐧𝐠 𝐭𝐡𝐞 𝐏𝐢𝐩𝐞𝐥𝐢𝐧𝐞 𝐏𝐫𝐨𝐛𝐥𝐞𝐦: • 𝐆𝐫𝐚𝐝𝐮𝐚𝐭𝐢𝐨𝐧 𝐫𝐚𝐭𝐞𝐬: Data from a 2014 USA Study revealed that Black and Latinx computer science students graduate at twice the rate of their hiring in major tech companies. • 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐟𝐥𝐚𝐰𝐬: This indicates that the issue isn't a shortage of qualified candidates but rather how recruitment strategies are structured. → 𝟐/ 𝐂𝐨𝐦𝐦𝐨𝐧 𝐏𝐢𝐭𝐟𝐚𝐥𝐥𝐬 𝐢𝐧 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠: • 𝐍𝐚𝐫𝐫𝐨𝐰 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 𝐜𝐡𝐚𝐧𝐧𝐞𝐥𝐬: Many firms repeatedly tap into the same prestigious schools, overlooking the rich talent in less traditional spaces. • 𝐋𝐚𝐜𝐤 𝐨𝐟 𝐬𝐮𝐩𝐩𝐨𝐫𝐭: Minority students at top schools often face a steeper curve in recruitment preparation. → 𝟑/ 𝐄𝐱𝐩𝐚𝐧𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐓𝐚𝐥𝐞𝐧𝐭 𝐏𝐨𝐨𝐥: • 𝐏𝐚𝐫𝐭𝐧𝐞𝐫𝐬𝐡𝐢𝐩𝐬: Organizations like America on Tech are making strides in preparing diverse students for tech careers. • 𝐀𝐜𝐭𝐢𝐯𝐞 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭: Companies must actively seek partnerships with such organizations to diversify their recruiting pipelines. → 𝟒/ 𝐑𝐞𝐭𝐡𝐢𝐧𝐤𝐢𝐧𝐠 𝐇𝐢𝐫𝐢𝐧𝐠 𝐏𝐫𝐨𝐜𝐞𝐬𝐬𝐞𝐬: • 𝐁𝐥𝐢𝐧𝐝 𝐫𝐞𝐬𝐮𝐦𝐞 𝐬𝐜𝐫𝐞𝐞𝐧𝐢𝐧𝐠𝐬: Implement technology that evaluates candidates based on skills and experience, minimizing unconscious bias. • 𝐒𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞𝐝 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬: Standardize interview questions and use performance tasks to assess candidates fairly. → 𝟓/ 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐅𝐢𝐭 𝐯𝐬 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐀𝐝𝐝: • 𝐒𝐡𝐢𝐟𝐭𝐢𝐧𝐠 𝐟𝐨𝐜𝐮𝐬: Transition from seeking a "cultural fit" to a "cultural add" to encourage diversity. • 𝐄𝐧𝐫𝐢𝐜𝐡𝐢𝐧𝐠 𝐜𝐮𝐥𝐭𝐮𝐫𝐞: This shift brings new perspectives that enrich the company's culture. The real challenge isn't finding diverse talent; it's about creating a recruitment strategy that genuinely values diversity and inclusivity. Companies need to move beyond the convenient narrative of the pipeline problem and implement concrete steps to improve their diversity recruiting outcomes. Have you seen improvements in diversity hiring? Share your experiences and let's push for real change together.

Rethinking the "I Don't See Color" Approach in the Workplace🌍 I've been told the "I don't see color" mindset in the industy a couple times and I figured I’d give my take on this. While it may seem well-intentioned, it can inadvertently perpetuate systemic biases and inequalities. If you have felt this way or have used this phrase maybe my thoughts will give you a different perspective 💡 𝐇𝐞𝐫𝐞’𝐬 𝐰𝐡𝐲 𝐭𝐡𝐢𝐬 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 𝐟𝐚𝐥𝐥𝐬 𝐬𝐡𝐨𝐫𝐭: ▶ Assumption of Equal Opportunities: The idea that everyone has the same experiences overlooks the historical and systemic barriers that have disadvantaged certain groups, particularly people of color. Many talented individuals may not have had equal access to education, training, or networking opportunities. ▶ Unconscious Bias: We all carry implicit biases that can influence our decisions, often without our conscious awareness. Even when we strive to be objective, these biases can shape our perceptions and choices in hiring. This is one people won’t want to admit but can be ingrained into how we view the world, our “lens”. ▶ Value of Diversity: Research consistently shows that diverse teams are more innovative and effective. By embracing diversity, we unlock the potential for creativity and problem-solving that homogeneous teams may lack. 𝐖𝐡𝐚𝐭 𝐜𝐚𝐧 𝐰𝐞 𝐝𝐨 𝐢𝐧𝐬𝐭𝐞𝐚𝐝? 💭 ▶ Acknowledge Systemic Barriers: Recognize the challenges faced by underrepresented groups and work to address them. ▶ Actively Seek Diverse Candidates: Expand our recruitment efforts to include a wider range of backgrounds and experiences. Fish in different ponds! ▶ Value Both Qualifications and Diversity: Consider the unique perspectives that diverse candidates bring to the table. Looking past the resume to gauge talent. By moving beyond the "I don't see color" approach we can create a workplace where everyone has the opportunity to thrive. We can acknowledge that we all have different lived experiences and levels of privilege, but it takes time and humility. It starts with education and waiting to make a difference. I know I want a workforce and industry reflective of the world we live in 👩🏽💼 Share your thoughts below💭 #HappyMonday #Equity #Diversity #WorkplaceCulture #Community #Impact #Leadership #Diversty #LatinosInCorporate #Corporate #Innovation #Success #LatinasInFinance #LatinaProfessionals

Are you taking advantage of the AI available resources to find diverse talent?🤔 It's important to tap into a diverse pool of candidates beyond the traditional approaches.   🎙 In Ep 10 in the AI for Pharma Growth podcast 🎙 we stepped into the world of artificial intelligence in recruitment with a focus on increasing diversity of top talent for the role. I had the pleasure of interviewing Gal Almog, the founder and CEO of Talenya, a company revolutionizing diverse talent sourcing using AI technology, which was acquired by Paycor in the months following this interview. Here are three key takeaways from this episode: 👩🎤 Diversity Drives Innovation and Revenue: Research shows that companies with diverse management teams have 19% higher revenues and are 1.7 times more likely to be innovation leaders in their market segment. It's clear that diversity is not just a buzzword but a strategic advantage for businesses. 🤖 AI Enhances Talent Sourcing: Paycor's AI-powered platform goes beyond traditional recruitment methods by tapping into a vast database of 1.5 billion profiles, double the number of LinkedIn. By leveraging AI algorithms to infer missing skills and optimize searches for diversity, Paycor is able to identify high-quality and diverse candidates with 98% accuracy. 👨💻 Automation Streamlines Recruitment: Paycor's platform automates the recruitment process, from job posting to candidate outreach, saving time and resources for recruiters. With a user-friendly interface and seamless integration with applicant tracking systems, Paycor offers a hassle-free solution for sourcing top talent. If you're interested in learning more about how AI can transform your recruitment process and drive diversity in your organization, I highly recommend listening to the full episode. You can find the podcast on Apple https://lnkd.in/dc3vJbFs and Spotify: https://lnkd.in/dAtr6whQ 🎙 Don't miss out on this episode if you are interested in AI and diversity recruitment! 🎙 🚀 #AIanddiversity #DiversityRecruitment #Diversity

𝕀𝕟𝕔𝕝𝕦𝕤𝕚𝕠𝕟 𝕒𝕟𝕕 𝔻𝕚𝕧𝕖𝕣𝕤𝕚𝕥𝕪 aren’t just trending topics in recruitment—they’re critical to building high-performing, innovative teams. ⁣ ⁣ As recruiters, we’re not just filling seats—we’re shaping company culture, one hire at a time. That’s a responsibility we shouldn’t take lightly. ⁣ ⁣ Here’s how I intentionally embed D&I into every stage of the recruitment process: ⁣ ⁣ ➡️ 𝐀𝐮𝐝𝐢𝐭 𝐣𝐨𝐛 𝐝𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧𝐬 to ensure language is inclusive and doesn’t alienate certain groups—no unnecessary jargon, no gendered language. ⁣ ⁣ ➡️𝐄𝐱𝐩𝐚𝐧𝐝 𝐬𝐨𝐮𝐫𝐜𝐢𝐧𝐠 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 to include talent from diverse backgrounds, non-traditional career paths, and overlooked communities. ⁣ ⁣ ➡️ 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐞 𝐜𝐥𝐨𝐬𝐞𝐥𝐲 𝐰𝐢𝐭𝐡 𝐡𝐢𝐫𝐢𝐧𝐠 𝐦𝐚𝐧𝐚𝐠𝐞𝐫𝐬 to challenge outdated “culture fit” thinking and instead focus on “culture add.” ⁣ ⁣ ➡️ 𝐔𝐬𝐞 𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞𝐝 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬 to reduce bias and ensure each candidate gets a fair shot, regardless of background. ⁣ ⁣ ➡️ 𝐄𝐝𝐮𝐜𝐚𝐭𝐞 𝐜𝐥𝐢𝐞𝐧𝐭𝐬 𝐚𝐧𝐝 𝐭𝐞𝐚𝐦𝐬 on the business value of diversity—because inclusive hiring isn’t just the right thing, it’s the smart thing. ⁣ ⁣ ➡️ 𝐓𝐫𝐚𝐜𝐤 𝐚𝐧𝐝 𝐦𝐞𝐚𝐬𝐮𝐫𝐞 𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐦𝐞𝐭𝐫𝐢𝐜𝐬 in the pipeline—not to check a box, but to identify gaps and improve outcomes. ⁣ ⁣ True inclusion means everyone feels seen, heard, and valued—from the first touchpoint to the final offer and beyond. ⁣ ⁣ It’s not about lowering the bar—it’s about 𝘸𝘪𝘥𝘦𝘯𝘪𝘯𝘨 𝘵𝘩𝘦 𝘨𝘢𝘵𝘦. ⁣ ⁣ Recruiters, let's lead the way. Let's be intentional. Let's be better. ⁣ ⁣ If you found this insightful or of value, repost or share with your network. ♻️ #InclusiveHiring #DiversityInRecruitment #RecruiterTips #LeadershipInHiring #CultureAdd #EquityInHiring #DEI #AIimagery

Diversity and inclusion matter in job descriptions. It's more than just words. It's about creating opportunities for everyone. Done right, it attracts talent, innovation & growth. ☑ Use gender-neutral language Avoid gender-coded words like "aggressive" or "nurturing." Use neutral terms that focus on skills and qualifications. ☑ Minimize requirements List only essential qualifications and skills. Women often apply only if they meet 100% of the requirements, while men apply at about 60%. Limiting requirements to 3-5 key ones can encourage a more diverse applicant pool. ☑ Highlight inclusive benefits Showcase employee resource groups (ERGs), flexible work options, and other benefits that may appeal to diverse candidates. ☑ Include a Diversity Statement Express your commitment to diversity and encourage applications from underrepresented groups with a thoughtful statement. ☑ Use inclusive job titles Replace gendered titles like "salesman" with neutral alternatives like "sales representative." ☑ Showcase diverse employee Stories include quotes or brief profiles of diverse employees to help candidates envision themselves at your company. ☑ Address potential barriers Explicitly state accommodations available for disabilities or flexibility for caregivers to encourage applications from these groups. ☑ Focus on skills over experience Emphasize the skills needed for success in the role rather than specific years of experience, which can limit your candidate pool. Master inclusive job descriptions. Transform your hiring process. Boost your diversity.

It’s hard to overstate the importance of an equitable recruiting process. Yet, despite the best intentions, unconscious biases can creep into the recruitment process, subtly influencing decisions and potentially leading to a less diverse and dynamic team. Overcoming these biases is not just the right thing to do, but it’s a strategic advantage for any business seeking innovation, resilience, and a broader range of perspectives. Let’s talk about strategies that you can take to overcome bias in your recruiting process: ✅ Recognize and Acknowledge Bias The journey to inclusive hiring begins with acknowledging our unconscious biases. These are the automatic, mental shortcuts our brains take to categorize people. While they are a common part of human psychology, in the recruitment process, they can lead to unfair judgments and missed opportunities. ✅ Implement Structured Interviews One effective strategy for minimizing bias is to use structured interviews. This involves asking all candidates the same set of predetermined questions in the same order. Structured interviews ensure that each candidate is evaluated on the same criteria, reducing the influence of personal biases. ✅ Use Skills-Based Assessments Skills-based assessments objectively measure a candidate’s ability to perform job-specific tasks. By concentrating on what truly matters — the ability to do the job — we minimize the risk of biases clouding our judgment. ✅ Diversify Your Recruitment Panel A diverse recruitment panel is more likely to recognize and challenge unconscious biases, leading to fairer hiring practices. When the panel reflects a range of perspectives and experiences, it is better equipped to evaluate candidates based on their merits rather than unconscious stereotypes. ✅ Continuously Train Your Team Ongoing training on unconscious bias and inclusive hiring practices is essential. Such training should not be a one-time event but an integral part of your company’s ongoing commitment to diversity and inclusion. ✅ Gather and Analyze Data Data analytics can uncover patterns of bias in the recruitment process. By examining hiring trends and outcomes, organizations can identify areas where biases may be influencing decisions and take steps to address them. ✅ Embrace Culture Add Over Culture Fit The concept of "culture fit" has long been a staple of recruitment strategies, aimed at maintaining cohesion within teams. However, this approach can inadvertently favor sameness over diversity. Here’s the Thing: Building an equitable recruiting process requires a commitment to recognizing and overcoming biases and a strategic reevaluation of what makes a candidate the "right" fit. The move towards more inclusive hiring practices, including structured interviews, skills-based assessments, and a focus on diversity, underscores our dedication not just to doing what's fair, but to doing what's best for our organizations in an increasingly complex and interconnected world.