Workplace Diversity Starts with the Recruitment Process
Helen Evans • Apr 28, 2018
In previous blogs we’ve discussed workplace culture and the elements within the workplace which help to shape this, one of which being diversity.
Diversity encompasses not only a mix of genders, race and ethnic backgrounds, but also ages, education, tenure and cognitive styles. It’s key to enabling an organisation to develop and grow by utilising the different ways of seeing and approaches to problem solving a diverse workforce provides. And, as an overwhelming amount of research demonstrates, diversity also breeds innovation which is critical to business success!
Workplace diversity starts with the recruitment process. Our director, Dene Gambotto discussed some tools used here at iknowho in a Q&A with AdNews earlier this year. This includes guiding hiring managers to be able to identify subconscious bias when it comes to selecting the right candidate through our online quiz, as well as the option to present blind CV’s.
Tools like these are so important to change what is arguably a lack of diversity in our industry. This has been an ongoing topic of discussion, and in an interesting blog published earlier this month on Mumbrella, Bob Hoffman identifies the presence of ageism in particular within the advertising space compared to other creative industries.
So, what are some of the benefits your company can experience from engaging a diverse workforce?
- As already mentioned, lets start with innovation. With a wide range of backgrounds comes a wide range of experiences and needs. Bouncing ideas around a team of multiple skills and perspectives drives idea generation.
- Innovative, diverse company cultures are also typically more desirable from an employee perspective. This helps attract and retain a quality workforce, creating a full circle effect for the next round of applicants!
- Language. Hiring employees who speak other languages can create opportunities for a business on a global stage. A variety of cultural backgrounds can also help businesses transition overseas.
- Meeting people from different places and backgrounds also enables employees to grow both professionally and personally. It encourages an open-minded perspective and a deeper understanding of the wider population, both nationally and internationally.
In the words of Dr Adam Fraser at last years iknowho breakfast event: “diversity in the workplace is critical, not only is it the right thing to do… diversity just makes organisation’s better”. You can read our key take-outs from this interactive workshop here.
Many large companies talk about diversity as an area of business strategy. Whilst a mix of faces in a team photo looks good on the company’s about us webpage, those who really embrace a truly diverse workforce reap many more rewards.
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When 72andSunny asked us to help them recruit a new Client Services Director to spearhead their next stage of growth, iknowho Lead Talent Partner Sheryn Small got to doing what she does best.
Did you know that approximately 80% of people that start in a role will make the decision of whether they will leave in the first few months?Yikes! Talk about pressure to get it right. It’s like they say, you never get a second chance to make a first impression. So let us help you stand out and set your employee up for success! Onboarding starts before the start date Let’s not make the mistake of thinking that once the contract is signed that the hardest part is over. What comes next is your chance to shine! 1 week before the start date - get in touch with your new recruit to say you’re looking forward to having them join the team. Include where, when, and who to ask for when they arrive. If you don’t have this detail yet, let them know that someone will get in touch a few days before to set them at ease that it’s all organised and under control. Develop a structured induction program and block time in diaries for those involved to ensure that all colleagues have this time allocated and can plan ahead. 1 day before the start date - send them a text message. A simple “Looking forward to seeing you tomorrow!” can help new starters feel welcome and will calm any first day jitters. Ensure you have all tech ready to go, including computer passwords, logins, swipe cards etc. It’s a good idea to have IT on standby too as some sort of technical issue is bound to come up. 2. The first day Ever started a new role and looked around to realise it’s a ghost town? Not a great look. Plan to have them start on a day where the majority of people are working from the office rather than from home - we know that culture is key for marketers, so make sure they experience it at its best from day 1. Energy and vibe play a big part in this. Welcome pack. Include a “surprise and delight” when they first sit down at their desk. This could be a mixture of company branded items (like notebook and pens) to a handwritten card or note from them team welcoming them. You may also like to include some added details like the best places for lunch or coffee in the area. Think about your employer brand and tone of voice and what kind of welcome would best represent your style, after all, that’s what the candidate has bought into. I once started a new role and had 3 x coffee vouchers for the best café around the corner, it’s the little and thoughtful things that leave a lasting impression. Assign them a buddy - usually a colleague in a similar role that they can shadow and ask any questions about process, systems or where the bathrooms are! The line manager may not always be available so having this person helps them feel welcomed, supported and part of a community from the get-go. 3. Employee retention How you engage in the first few months is crucial to employee retention. Just as much as it’s time for the candidate to showcase why you hired them, it’s also time for you to deliver on what you discussed in the interview process too e.g. company culture, values, management style. It’s important to set your employee up for success by setting time-bound expectations and objectives, ensuring you’re both on the same page. Breaking these down by month and structuring regular catch-ups to discuss feedback are a great way to have open conversations around performance. E.g. Expectations from months 1-3 vs 3-6. In the first month, we recommend a daily more casual check-in for junior candidates and at least weekly for more senior candidates. Having these diarised, even if short meetings, are essential to allowing open discussion and ensuring everything in on track. We know finding the right person for the role takes time, money and effort, so ensuring you have a solid onboarding process in place is a crucial element to a successful hire. By investing in a well thought out and purposeful process that reflects your employer brand, you are not only investing in your new employees but also in the long-term success of the company. As your recruitment partner, we’re here to support onboarding new hires into your business to help you get the best outcome. Keen to chat on how we can do that for you? Reach out to one of our Talent Partners to discuss.
At iknowho we understand how busy both agency and in-house marketing teams are in the lead up to Christmas. There are many benefits of using short term freelancers, so let’s explore how they can be a valuable addition to your team through the busy Christmas / New Year period. Short term freelancers offer your team: Flexibility Short term freelancers are available and can usually start within a week. Whether you need a specialist for a short-term campaign or additional support during busy periods, freelancers offer the flexibility and agility needed to meet rapidly changing workloads & high project timelines. They give you the flexibility to hire talent on-demand without the commitment of a long term employment contract (and using our payroll services can help you get around head count issues too!). The skills you need You know the exact projects a short term freelancer will work on, allowing you to hire someone with the specific experience / skills needed complete the tasks at hand. Diverse Experience & Energy Many agency suits and marketers build a career through freelancing. Their diverse experience working with different businesses results in freelancers having a fresh perspective & injecting fresh energy into the team. Competitive Rates iknowho freelancers are paid a day rate which includes a loading for leave entitlements. There are no upfront fees, you only pay for the days they work. And we can also offer payroll services if needed. Download our salary guide for day rate equivalents, or use our day rate calculator here . They hit the ground running With experience in similar positions, freelancers join your team with a fresh perspective and focus on delivering specific tasks. Their ability to hit the ground running and work independently also frees up your time! Although permanent hiring traditionally slows down this time of year, the use of short term freelancers usually picks up. Our clients commonly use short term freelancers to: Deliver high volume work in a short timeframe Cover staff holidays Get around head count freezes Manage ad hoc projects outside their teams’ usual scope of work or current capabilities So, whether you are looking for an AM with integrated experience, a SAM with CRM and social skills, an integrated campaign manager, digital marketer, or even a more senior suit to support team leadership and manage senior clients? We’ve got you covered! Reach out to one of our experienced Talent Partners to discuss your needs today.
