How can recruitment processes be made more meritocratic?
Recruitment processes that hire candidates based solely on their competency, suitability, skills and experience will result in an efficient and effective workforce. Although this may seem like common sense, nepotism and cronyism (and plain old value judgements) still play a major role in the recruitment processes of the corporate world.
Recent findings from the Robert Walters Diversity in Recruitment research says that 81% of employers in the UK recognise the potential that unconscious bias has to impact decisions and potentially lead to the loss of high calibre professionals. Yet despite this acknowledgement, 42% of employers use no strategy at all to reduce unconscious bias when recruiting.
So, how can recruitment processes be made more meritocratic?
By prioritising recruitment that tests candidates through values and skills-based assessments and alternative evaluation methods, instead of a traditional CV, employers can discover candidates that can further their social mobility and Diversity & Inclusion agenda. Although administering tests and blind sourcing are key to meritocratic recruitment, be sure to watch out for the following:
- So, they passed the test, but how did they arrive at the answer?
“By using increasingly sophisticated tools that assess an individual’s actual ability to do the job - rather than just pass a test - we can improve quality of hire,” says Tom Lakin, Innovation Manager at Resource Solutions. “For example, Resource Solutions launched Codility, an online coding assessment platform, at an investment banking client and we have been able to increase their talent pool, as well as allow hiring managers to watch (and play back) how applicants write code. This is very exciting as it allows our clients to hire the person with the best skills, not the person with the best CV.”
- Blind CVs don’t always ensure unbiased results
Resource Solutions conducted a study into recruiter behaviour and the effects of blind sourcing – and the results were surprising. The study concluded that applicants from all demographics were disadvantaged by blind sourcing. In fact, 7% more female and 6% more black candidates were progressed when recruiters could see photos and names. Crucially, young female candidates were particularly disadvantaged by blind sourcing. Therefore, organisations should be mindful of the impact of blind sourcing and blind CV deployment.
When employers are reviewing, assessing and interviewing potential employees, they are likely to be attracted to those who share the same views as themselves. This can be useful in ensuring a good cultural fit between employees and organisations. However, for maximum productivity and development, employers also need to take a second look at the candidates who they think might challenge the existing processes of their organisation.
With new technology constantly disrupting our behaviour and expectations, recruitment methodologies have followed suit. We have identified a few trends that have are challenging the traditional principles of recruitment in our Recruitment Outsourcing Insights Report.
If you would like any information about talent attraction, candidate management or the recruitment outsourcing services that we offer, feel free to contact us today.