Many organizations want to recruit and select objectively, but encounter resistance. The Knowledge Platform for Inclusive Living (KIS) discusses seven evidence-based strategies to overcome these obstacles and create a more inclusive workplace.

Employers sometimes select candidates based on a "click." This seems logical, but it can unintentionally lead to discrimination: you connect more quickly with people who are similar to you. Objective recruitment and selection—and objective career progression within organizations—ensure fairer opportunities, focusing on competencies rather than personal preferences.

This KIS article describes seven strategies based on scientific literature. Below, we've listed a few for you:

• Involve employees in decisions: Let your team contribute to the decision-making process, deciding which competencies and qualifications are important during recruitment and selection. Those who have a say feel more ownership and less resistance.
  
  
• Share success stories: Share stories of colleagues who have had positive experiences with objective recruitment or integrating new talent. Inspiring examples often work better than theoretical arguments.
  
  
• Offer practical training: Give employees the tools and guidance to recruit and select objectively. Practical exercises allow people to immediately apply what they've learned.
  
  
• Make room for informal chat: In unstructured interviews, job interviews that are conducted more 'off the cuff', applicants are often given more space to present themselves in the best possible light.
  
  
• Appreciate professionalism: Switching to objective recruitment and selection can feel threatening to HR professionals. Therefore, it's important to appreciate them when they choose objectivity in recruitment and promotion, and to ensure it's seen as part of their professionalism.

 At Refugee Talent Hub, we recognize the importance of these aspects for the success of an inclusive workplace. A focus on skills-based hiring , for example, prioritizes talent and skills over qualifications or work experience. We also find that employers who consciously work to reduce biases not only hire more diversely but also experience greater engagement. Finally, retention is becoming an increasingly important issue: a strong retention policy ensures continuity from the start, helps develop expertise within teams, and contributes to higher productivity.

 Want to read the full KIS article with strategies? Then click here .

 Want to know more?

•  Colleague Jan-Simon Rotgans about skills-based hiring
• Practical tips on identifying diverse talent