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Why it’s not OK when your hiring practices cause harm
- On RUOK Day I want to pose a question outside of the typical clarion calls.
- The way you treat candidates and dismiss them for ageist, racist and sexist attitudes and bias will no doubt nibble (or shark-like bite) at your conscience.
- The hiring ecosystem on both recruiter and employer side has always been, and continues to be trussed with all manner of isms and particularly sexism, racism, and ageism.
- The impact of hiring biases on candidates who face one or a combination of rejections is beyond quantification emotionally, physically and financially.
- Back to my question – RUOK with your behaviours, inaction and biased attitudes to candidates?
- It’s ironic that even with robust DEI policies in place (however ageism is rarely included) that hiring processes rarely truly reflect human care and wellbeing.
- Firstly, don’t even attempt to deflect responsibility with time constraints. If you are hiring you have a duty of human care to treat ‘genuine’ applicants well.
- You never know who is connected and can impact your business and share negative feedback.
- Applying for jobs from junior burger to executive levels is never easy with financial stability, careers and self-worth at play.
- So again, take a deep reflection and ask ‘RUOK with hiring practices which can cause harm?’
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