Building a Diverse and Innovative Workforce: How to Improve Recruitment by Focusing on Candidate Experience, Bias Elimination, and Soft Skills

As a senior recruiter, I have seen firsthand how the job market has become increasingly competitive in recent years. Companies are no longer just competing with each other for top talent – they are also competing with startups, freelancers, and the gig economy. To attract and retain the best employees, companies need to focus on creating a positive candidate experience, eliminating bias, and emphasising soft skills in the recruitment process.

Candidates have more options than ever before, so creating a positive candidate experience is critical to attract top talent in today's job market. They can easily have all the information they need to decide on the best options open to them, by researching companies online, reading reviews from current and former employees, and connecting with recruiters and hiring managers on social media. This means that companies need to be proactive in creating an attractive experience that sets them apart from the competition. By building a brilliant reputation and generating strong candidate feedback, our company can then be recognised as an employer of choice. Indeed, candidates who have a positive experience are more likely to recommend the company to others and to speak constructively about their experience, which can help to attract more top talent in the future.

A positive candidate experience not only improves engagement throughout the recruitment process, but it can also lead to better hiring decisions by attracting a higher quality candidate pool. Additionally, a positive experience can increase retention rates by fostering engagement and commitment to the company, resulting in longer tenures and lower turnover rates. Furthermore, a positive candidate experience can enhance the employer brand, which is crucial in attracting and retaining top talent. A strong employer brand sets a company apart from its competitors and makes it more appealing to candidates seeking a positive work environment and culture.

At Insight, we have found that a tailored communication is one of the most effective ways to improve the candidate experience. Instead of sending generic emails or automated responses, we take the time to craft personalised messages that address each candidate's specific needs and interests. We also try to be as transparent as possible throughout the recruitment process, providing regular updates and feedback to candidates to keep them informed and engaged.

Eliminating bias is another key focus in recruitment today. Bias can take many forms, from unconscious bias in the resume screening process to overt discrimination during interviews. We have found that collaborating with our Insight TRG (Teammates Resources Groups) and training the recruiters and hiring managers to the right practices have been particularly effective in eliminating bias. By removing the unconscious bias based on resumes and first impressions, we can focus solely on the candidate's skills and experience, reducing the influence of factors such as their name, age, or gender. This has helped us to build a more diverse and inclusive workforce that reflects the communities we serve.

Finally, soft skills are becoming increasingly important in recruitment. As companies adapt to changing business needs and work with diverse teams, they need employees who can work effectively in these environments. Soft skills such as communication, collaboration, services orientation and problem-solving are often more difficult to measure than technical skills, but they are critical to building a successful team.

As part of this focus at Insight, we have found that emphasising soft skills in the recruitment process has helped us to build a more cohesive and effective team. We look for candidates who can demonstrate effective communication and collaboration skills, as well as a willingness to learn and adapt to new situations. Because our business is always evolving, we look for people with transferable skills and an ability to both adapt to change and create positive change. We also prioritise diversity and inclusion in our hiring process, seeking to provide opportunities for candidates from all ranges of backgrounds and experiences.

In conclusion, the recruitment landscape is changing rapidly, and companies that want to attract and retain top talent need to acknowledge and cater to these changes. By focusing on creating a positive candidate experience, eliminating bias, and emphasising soft skills in the recruitment process, companies can build a more diverse and innovative workforce that is better armed to meet the challenges of today's rapidly changing business environment. As a senior recruiter, I am excited to be part of this transformation and look forward to seeing the positive impact it will have on our industry. 

What do you see your company doing today? What do you think could be added to bring in the best talents available today?