Trust and transparency are no longer seen as a ‘nice to have’ for businesses, but a core expectation of employees. When it comes to hiring decisions, employees want to feel confident that the process is fair and objective. Simply put, all hiring should be made with integrity, clear criteria, and a process that minimises bias. So, what exactly does this look like in practice?
Diversity, equity, and inclusion
Diversity, equity, and inclusion (DEI) is an important factor when candidates are looking at a potential employer. Today’s employees identify DEI as a key component when making employment decisions and expect businesses to ‘walk the talk’ by demonstrating real, measurable progress in DEI initiatives.
This means being transparent around criteria and steps behind talent decisions, and making equity and fairness visible in key business decisions. Trust is built when employers go beyond statements, embedding fairness deeply into decision-making and workplace culture.
Building trust requires commitment to DEI at every stage of the employee lifecycle, and should be a seamless element of the workplace culture. Not a separate initiative or KPI, but intrinsic in the decision-making process from the first interaction with the candidate. Employees that see DEI as a core value of the business will view it as an authentic commitment to equity and inclusion.
Broaden the talent pool
Creating an inclusive hiring process means being intentional when it comes to fair decision-making. Key to this is implementing objective assessments based on job-relevant criteria, conducting structured interviews, and having diverse hiring panels to reduce bias.
Skills-based hiring can also broaden the talent pool by looking at candidates with job-related abilities rather than just traditional credentials. Evaluating candidates on what they bring to the role right now instead of past achievements will help create pathways to employment that may not have always been accessible to them.
Transparency is key
Today’s employees want a better understanding of how decisions are made within the business. Being transparent about the purpose (i.e., career progression, mobility, development) builds trust and shows respect for employees’ aspirations.
To achieve this during the hiring process, consistency can be ensured through structured, data-driven methods that help reduce biases, especially during human interactions such as interviews. This means enhancing interview scoring, engagement, and structure to help establish fair, reliable processes that reinforce trust with employees in the long-term.
With today’s employees wanting a better understanding of how decisions are made, employers need to go beyond statements to ensure transparency and build trust with both current and potential employees.
Find our articles helpful? Remember to follow us on Facebook, Instagram or LinkedIn to keep up to date with our practical tips and information for business owners and managers.