How recruitment and retention practices can shape your organization, for better or worse

Everyone wants an authentic and meaningful experience at work — to be themselves without fear of judgement, harassment, or consequences. But this expectation begins before and continues well after a new employee’s first day on the job.

Policies, and practices, and even the job posting itself, can influence who might be interested in applying. Touchpoints throughout the recruitment process can either ensure a new employee’s expectations are met or leave them disappointed when they start.

These policies and practices are just as vital for retaining a talented and innovative workforce. Are you practicing what you preach? Do your employees feel the effects of your EDI work on an ongoing basis, or is there more that ought to be done?

Understanding where you are on your organization’s EDI journey, and how that influences recruitment and retention, can make a world of difference for your people.

Getting set up for success during recruitment

Organizations often prioritize filling personnel gaps quickly so as not to get behind or place that work on another employee’s shoulders. But getting it right requires time, thoughtful consideration, and a willingness to do things differently.

Here are a few tips to help you reach a diverse and talented audience:

• Ensure your job posting provides an authentic and realistic view of your workplace. If your job posting lists specific EDI practices, it’s vital that a new employee sees them in action when they’re hired. If they don’t, your retention and employee satisfaction will suffer.
• If you’re using a recruiter to support you through the hiring process, what is the recruiter telling candidates about the job or the culture of the organization? Is it consistent with what they might experience during the onboarding process and in day-to-day work? Prevent confusion by ensuring your and the recruiter’s messages align.
• Avoid the temptation to oversell and underdeliver. You may feel compelled to over-amplify your organization’s offerings if you think you’ve found the perfect candidate, but this will only lead to increased turnover.
• Candidates want to see themselves represented in your company’s online presence ahead of applying, as well as in the interview process. Equity deserving groups should be able to see other people like them and get an idea of what your organization stands for; if that is not the case, they may not apply in the first place.

Once you’ve found candidates to interview, find a way to bring them into the office or workplace so they can get a sense of the environment and you can meet them face-to-face. Virtual job interviews may have been necessary during the pandemic, but taking the time to meet a candidate in person will help you illustrate what makes you and the team unique.

If the opportunity presents itself, consider introducing candidates to employees who share their perspectives, as well as those who may not. If you have a relatively new hire or a seasoned employee who is interested, set them and the candidate up for a coffee date to allow the employee to speak to the onboarding process, tell the candidate how their time is going so far, and what to expect from the role.

Keeping talented employees for the long haul

During onboarding:

Setting your new employee up for success means being prepared before they arrive. For example, the new hire may not be able to log into their computer on their first day because the hiring manager and HR haven’t communicated effectively. That could undo a lot of great work throughout the recruitment process and make the individual question their decision to join the organization. Small things like this matter just as much as the big things.

An onboarding buddy to help get the new hire set up and acquainted with the office or the systems they’ll be using is also helpful and can make the process more efficient for everyone. This sense of inclusion and care will pave the way for the remainder of the employee’s time with the organization, so it’s vital to put the time into making the process as smooth as possible.

Ultimately, these EDI practices are also leading practices for any organization when hiring a new employee, and there are many more ways your organization can transform to become a leader in the space.

Equitable and inclusive recruitment and retention policies go far beyond attracting the right applicant, and they set your organization up for success well into the future.