How to avoid discrimination when recruiting staff
In the modern workplace, you may realize that finding the right talent is a difficult task given the differences among people. That being said, one should consider the following aspects to avoid discrimination when recruiting staff in a firm.
Before you put out an offer for the type of position you need filled, you need to carry out an in-depth understanding of what it entails. This will help you sieve out the candidates you do not want with concrete reasons. The job and the requirements will also determine the type of candidates who will apply for it.
List the Needed Skills
After doing an analysis of the job in question, you will need to put together a list of all the skills that are needed to fill the position. If, for example, you are looking for an accounts manager, research as much as you can on what skills will be required for this position to be filled without problems.
Know the Educational Needs of the Position
The skills needed will be even more specified in this section. In the accounts manager’s case above, you should be clear as far as the issue of education is concerned. This stage should include specific educational skills and even working experience. In this way, when applicants hand in their applications, they know exactly what is required of them.
Ask Other Firms about the Position
No matter what industry you are in, there are firms who have already filled similar positions as the ones you have. Ask them how they did it without coming across as discriminative. Most firms will be happy to tell you how they go about it for the best results. It will save you lots of time and money.
Keep Away from Physical Traits
For example, while we all know how some jobs require certain physical aspects, it is better to let that be the work of the person making the application rather than yourself. If you need someone lifting boxes in a warehouse, let the applications stream in then eliminate the people through actual tests.
Explain your Choices of Candidates
When choosing to pick or drop a certain candidate for the position in question, always give an explanation of how you reached the decision. Don't simply say ‘we are sorry you didn't make it” and such plain words. Rather, let the candidate know what they did wrong or why their actions have been considered unfit for the job. You never know which candidates will surprise you and make you change your mind.
Avoiding discrimination in the recruiting process is not always easy. In fact, many people fail to do this without actually intending to do it. If you put to use the aforementioned tips though, you will be able to avoid being discriminative when picking people to work with.