Use Employertube as part of your organisations diversity and inclusion strategy.
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Video Interviews with Diversity Monitoring
Employertube features a unique diversity monitoring feature that helps employers identify areas of their hiring process that may be affecting there diversity when recruiting.
How to remove bias from recruitment
Employers can filter out diversity by not being conscious of exactly how they recruit and promote staff. Examples include unfriendly wording, specific job requirements, hours, travel commitments, non-flexible working, educational standards, physical requirements or age specific criteria. These can all serve to keep the status quo and hinder the recruitment of a balanced workforce.
The data Employertube provides will help overcome the challenges associated with hiring the best talent. The video interview platform sets out a transparent process that helps decision makers ensure that they are not affected by unconscious bias. Trying to break the mould of your existing workforce with a non-traditional candidate can sometimes mean that candidates fail even at the screening process. Employer Tube innovative system would highlight the types of individuals that were failing screening and help identify disproportionate effects on certain types of people.
By hiring a diverse staff, you will have access to different perspectives that can optimize your team’s capacity.
Employertube ensures that your interviews are consistent regardless of what the person on the other end looks like.
Monitor trends accurately according to a set diversity criteria. Employers can quickly identify screening processes or interviews that maybe filtering out people from a set group
Keep review and feedback recorded interviews. Help develop recruiters and have interviews and decision making archived.
Assessing the decision makers
Employertube Diversity Monitoring System allows a business to easily review the users who make assessment decisions. This learning is crucial in removing unconscious bias and will help towards a better more transparent recruitment process.
Effective monitoring delivers equality and diversity
Diversity in the workplace
Diversity in the workplace was once a goal; now it's an expectation. But delivering diversity takes more than just policies and procedures. Monitoring the effectiveness of these policies is crucial, otherwise the best intentions can remain just that - intentions unfulfilled. So, what is monitoring and how is it best carried out?
Monitoring essentially requires a two-stage process: data collection and analysis. The first step is to gather information on the diversity of an organisation's workforce, including potential recruits and existing employees. Diversity information is based on current UK equality legislation which aims to prevent discrimination on grounds of age, disability, gender, race, sexual orientation, religion and other protected characteristics.
Diversity Monitoring System
- Voluntary participation by candidates
- A clear explanation is given to why questions are being asked
- Not part of the interview process
- Monitoring is confidential
- Helps employers identify trends that may be harming diversity
- Help identify training and developmental needs of decision makers
- Complies with UK legislation
- Essential data that can be analysed by comparing it with other groups of people
- Archived screening and interviews decisions kept for future use
So, what are you waiting for?
Diversity monitoring best practice
The collection of diversity information has now become essential to: enable good employers to identify where they need to focus resources on strengthening diversity; assess the value of particular strategies; measure progress, and de-mystify commonly held perceptions of the professions as lacking diversity.
Diversity Monitoring Sends The Right Message
Collecting data will be most successful if the culture of the organisation supports openness and acceptance of difference. In these circumstances, the process of collecting data may be seen as an indication that the business actually takes diversity seriously.
Staying ahead of the game
Increasingly, employers are having to come to terms with this change in the labour pool. Traditional sources of labour are in decline, and this decline is affecting employers who seeking the best talent possible.Employers need to be able to enter a wider pool of people to remain effective in the future
Privacy and confidentiality
You need to decide who can see the data that you collect. Individual data should be protected and securely
"At last a video interview platform that looks after my organisation and helps us recruit with fairness and transparency"
What's measured in Diversity Recruiting?
Diversity is the range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, neurodiversity, age, social class, physical ability or attributes, religious or ethical values system, national origin, and political beliefs...
What is Neurodiversity?
Neurodiversity refers to the different ways the brain can work and interpret information. It highlights that people naturally think about things differently. We have different interests and motivations, and are naturally better at some things and poorer at others.
Most people are neurotypical, meaning that the brain functions and processes information in the way society expects.
However it is estimated that around 1 in 7 people (more than 15% of people in the UK) are neurodivergent, meaning that the brain functions, learns and processes information differently. Neurodivergence includes Attention Deficit Disorders, Autism, Dyslexia and Dyspraxia.
Why hire a diverse workforce?
No more group thinking! Having a workforce comprised of people with different backgrounds, experiences and skills means the ideas generated by these teams won’t be homogenous Job seekers are drawn to companies with diverse workforces because it is evident that the companies do not practice employment discrimination. Potential employees want to know that employers treat their staff fairly regardless of race, ethnicity or gender.
US public companies with a diverse executive board have a 95% higher return on equity than those with non-diverse boards, according to a McKinsey study.