Inclusive Attraction and Recruitment

Hiring isn’t just one step; rather, it’s a series of steps that, when you apply careful planning and attention, will help set you up for success when seeking out the most qualified candidates to fill your job opening.

This first step in the process is the precursor to interviewing and selection and includes the following stages:

Stage 1: The Job Description
Stage 2: Advertising the Job (Sourcing Candidates)
Stage 3: Reviewing Applicants and Shortlisting

Stage 1: The Job Description

I reviewed the job description to ensure that the basic qualifications are objective, specific, accurate, and necessary to the job being filled (bona fide occupational requirements).¹

I don’t have an existing job description. I created one that contains the following elements:

Job title
Job duties
Essential Skills
Required Education and Experience Requirements
Salary Range

I looked for and removed any unnecessary job skills or requirements (e.g., a level of education that is not an actual requirement or the ability to travel if these things are not mandatory).

I included a commitment to and understanding of IDEA as a required qualification for all position descriptions and job postings (e.g., “Demonstrated commitment to diversity and contributing to an inclusive workplace.”).

I ensured the job description uses gender-neutral and inclusive language:

I used a free online gender decoding tool (Gender Decoder) to ensure the language
I used is not focused more on a particular gender. I used Textio to ensure that the language is inclusive overall.

I included an accommodation statement in the position description, job advertisement and my email signature when reaching out to candidates. (i.e., “(Company Name) is committed to providing an accessible application and interview process for people with disabilities. If you require assistance or an accommodation when applying for this job, please contact XXXX at/via XXXX.”)

Use these Hire for Talent tools:

4.2 How to Write Inclusive Job Descriptions

4.3 How to Write an Inclusive Job Posting

4.4 Recruitment Accommodations

Stage 2: Advertising the Job (Sourcing Candidates)

I used the job description as a starting point for the job advertisement. I included additional elements that describe my employee value proposition (the good stuff that makes the organization equitable, inclusive and appealing to a candidate!). ³

*Examples might include:

Vacation time and flexible work options
Professional development and tuition reimbursement
Your organization’s values and culture

I created a sourcing plan. This included:

Where to post the job and for how long.
Engaging my network to share the job (i.e., employees, members of your employee resource group if you have one, managers, and on LinkedIn).
Tapping into employment service providers.
Allocating a budget if required (Note: it is free to work with an employment service provider and to post on most job boards; if you use a search firm/ employment agency, a fee is paid upon placement).

Job Boards:

I posted the job on any industry-specific job boards or websites that may exist (e.g., trades, tech, not-for-profit, accounting, etc.).

Employment Services Providers:

I contacted organizations supporting employment for people with disabilities and other diversity groups.

*Examples of this are new immigrant organizations, Indigenous employment programs, and disability services organizations.

Search Firms/Employment Agencies:

If needed, I used a search firm or employment agency for a hard-to-fill job, communicate that diversity is a priority:

Asked the firm about their commitment to diversity, experience, and success in placing diverse candidates.
If they failed to provide diverse candidates, I asked them to try again or use another firm.

As candidates begin to apply, I confirm that the pool of applicants comprises a diverse, qualified pool of candidates. If not, I reassessed my sourcing plan.

Use these Hire for Talent tools:

4.5 Types of Services Available to Employers

Stage 3: Reviewing Applicants and Shortlisting

I reviewed the bona fide occupational requirements of the job so that they are fresh in your mind when you begin examining applicants.

I reminded myself of the “must haves” versus the “nice to haves” regarding skills, experience, and education.

I considered screening any applicants who have self-identified as having a disability (or other diversity groups) or who have been referred by a disability employment service provider.

I reviewed these applicants first, and if they don’t meet the requirements, I removed them from consideration. This ensures that a group typically underrepresented in workplaces is considered.

I created a shortlist of applicants with consideration for:

Applicants who meet the minimum requirements of the job.
Different skills, perspectives, and experiences an applicant might add to the team or organization. For example, do they have transferrable skills from a different industry or job?
If the applicant has a disability, I focused on their ability (what they can do rather than what they can’t do).