Talent Acquisition (recruitment, candidate acquisition journey) teams in HR play a very significant part in a company’s success. They are the first in person impression with a company, and their decisions and process can make or hurt feelings. In the last decade, I have constantly seen how people complain about poor HR practices that lead to candidate disengagement.

In the ever-evolving landscape of talent acquisition, ensuring a fair and equitable recruitment process is paramount. It’s not just about finding the right candidate; it’s about creating an experience that reflects our commitment to diversity, inclusivity, and respect for every applicant.

Some areas that I feel HR in different companies should look at to ensure a fair and robust acquisition process:

1. CV Screening

1. Blind Recruitment: Keep things fair! Don’t judge based on personal details like names, gender, and age from resumes. We want to judge a book by its content, not its cover. Who cares if Batman is Bruce Wayne or Clark Kent as long as he’s saving Gotham?
2. Inclusive Job Postings: Write job postings that welcome everyone. Use gender-neutral language and highlight our commitment to diversity. Everyone deserves a shot at being the next office rockstar.
3. Standardize Job Descriptions: Clear and concise job descriptions are the way to go. No more mystical wizard requirements—just the skills and qualifications that matter. Let’s not turn the job ad into a quest for finding an Angel from the 7th heaven.
4. Clear Evaluation Criteria: Use scorecards or rating systems to keep evaluations consistent. Think of it as following a recipe to get the perfect hire every time. Remember, we’re baking a cake, not creating a Frankenstein.
5. Interviewers Need to Read the Resume: Make sure interviewers have read the resume before the interview. Showing up prepared shows we respect the candidate’s time and effort. It’s like turning up to a book club without reading the book—don’t be that person!

2. Screening Call

1. No Uncomfortable Questions: Stick to professional and job-related topics. If it wouldn’t fly at a family dinner, it doesn’t belong in the interview. Asking someone about their five-year plan is fine; asking why they’re single is not. Focus on questions that relate to the job requirements.
2. Behavioral and Technical Questions: Focus on questions that reveal a candidate’s values and skills. Let’s not grill them about our company’s inside details—they haven’t worked here yet!
3. Training on Unconscious Bias: Regularly train our team on recognizing and mitigating biases. Even superheroes need a little training now and then. Think of it as giving our team X-ray vision to see past their biases.
4. Transparency in Process: Be upfront about what the recruitment process entails. Clear communication helps manage expectations and reduces anxiety. No one likes a surprise obstacle course when they were expecting a stroll in the park.

3. Interview Rounds

1. Implement Structured Interviews: Use the same set of questions for all candidates. It’s like comparing apples to apples, ensuring everyone gets a fair shot. No more apples to oranges comparisons—unless you’re hiring for a fruit salad expert.
2. Diverse Hiring Panels: Assemble diverse panels to bring different perspectives. A team that looks like a superhero squad is bound to make fairer decisions. Who wouldn’t want Wonder Woman, Black Panther, and Fawad Khan on their hiring team?
3. No Waiting: Let’s be there before the candidate arrives. Punctuality shows we value their time—like a host ready with snacks before the guests arrive. Showing up late is disrespectful!
4. No Unnecessary Rounds: Avoid dragging candidates through endless interviews unless needed. Respect their time—no one signed up for a marathon. If it feels like a never-ending Netflix series, it’s time to wrap it up.
5. Equitable Assessment Tools: Use fair and consistent assessment tools. It’s like giving everyone the same cheat sheet for the exam—fair and square. No secret weapons, just a level playing field.
6. Look for Potential, Not Just Experience: Sometimes the best candidates are diamonds in the rough. Look for potential and growth, not just past achievements. Remember, even Iron Man started as Tony Stark.

4. Selection or Rejection

1. Feedback Mechanism: Provide constructive feedback to all candidates. It’s like giving them a roadmap for their next adventure. Constructive feedback is the secret sauce to their future success. Please don’t keep them in the dark!
2. Proper Rejection Communication: Be clear and kind when letting candidates know why they weren’t selected. It helps them grow and shows we value their effort. Think of it as giving them a gentle nudge, not a harsh rejection.

5. Continuous Improvement

1. Regular Audits: Regularly check our processes to ensure fairness. Even the best systems need a tune-up now and then
2. Candidate Experience: Treat all applicants with respect and fairness. A positive experience can enhance our reputation and attract top talent. Word of mouth spreads faster than office gossip—let’s make sure it’s good!

Follow Umer Farooqi for relevant content to up skill yourself!

Do check out my latest podcast with HAMMAD SIDDIQUI where we talk about LinkedIn branding, importance of branding to win jobs and clients, Canadian job market & getting an ideal job via LinkedIn