Enhancing Diversity & Inclusion With SAP SuccessFactors Recruiting

Diversity and inclusion are fundamental to an organisation’s growth and success. We can achieve more, be more creative, and benefit from diverse views and experiences when we collaborate with others who are different from us. 

What exactly do we mean when we say “diversity”? 

Of course, we’re considering ethnicity and gender (along with other attributes or visible differences we can see with our eyes), but we’re also addressing backgrounds, socioeconomic status, political, religious or cultural ideologies, education, and so on.

During your hiring process, are you attracting a diverse pool of applicants? What could you be doing differently if that’s not the case? We have some recommendations, and for SAP SuccessFactors Recruiting/Recruiting Marketing users, we’ll show you how to use system features to improve your process.

Incorporate Diverse Interview Teams and Provide Consistent Feedback

When interviewing prospective candidates, focus on making sure you have a diverse and inclusive interview team; this will provide the candidate with a better overall experience and help you pick the right person for the job. You can also use SAP SuccessFactors Recruiting’s Interview Central to provide feedback on each interview along the process. Remember to include an interview guide alongside your requisition so that candidates are questioned and evaluated on the same criteria each time. When comparing applicant qualifications, consistency is vital.

Ensure Your Career Site Meets Minimum Accessibility Standards

Has your business considered that your career site could be a stumbling block for someone with a disability? Accessibility for websites has been an issue for some time, unfortunately, this extends to accessing employment opportunities too.  Customers can make modifications to their career sites as needed with Career Site Builder. A system administrator can make modifications swiftly and easily, but it’s easy to overlook accessibility while doing so. Evaluate your career site objectively and dispassionately to determine that it is compatible with screen-reader technology. As much as possible, have someone who is knowledgeable and skilled with this software test your site and provide comments on recommended improvements.

Analyse Educational Needs

Do all of your positions demand a bachelor’s degree? Many businesses focus heavily on educational qualifications, which means they may overlook people who would be a fantastic fit despite not meeting those requirements. We are not discounting the value of education, but demanding it can seriously impact someone’s capacity to advance within an organisation. For example, a candidate who has successfully run their own business for many years but does not have a bachelor’s degree is perhaps a perfect fit. You might be overlooking an applicant with strong leadership qualities, self-motivation, and problem-solving abilities. These aren’t abilities you’ll pick up in school. Additional education may be required at some point, but are there any roles that place a greater focus on education than is relevant right now? The review of these roles would be a good exercise, and with SAP SuccessFactors Recruiting and Job Profile Builder, you can designate certain competencies to your roles so that you can easily evaluate candidates based on those pre-defined skills, throughout the interview process.

Review Job Descriptions

It is critical to have a well-written job description. It must not only properly reflect the position, but it must also be written in a way that speaks to both men and women. A job analyser function within SAP SuccessFactors can be enabled to assist you to identify terms that are potentially more likely to connect with a male than a female candidate, and vice versa. It can also propose alternative neutral phrases that could be used instead.

Create Diversity and Inclusion Content Page

Create a diversity and inclusion content page with Career Site Builder to showcase your company’s dedication to having a diverse and inclusive workforce. Include staff stories and images (forget about the generic images that everyone has!) What unique advantages, benefits or perks does your company offer that set you apart and might draw new employees? If your organisation, for example, provides paid parental leave, flexible schedules Do you have a veteran’s assistance programme? Candidates are attracted to all of these factors. Make sure to share them because it demonstrates your company’s commitment to diversity.

Review Job posting processes

Many organisations will do an initial research project, encompassing which sites or publications to favour when posting job listings. The issue that often arises however is that this research isn’t ever repeated, meaning that with time those once optimum job boards are no longer representative of the diverse candidate pool your business needs to choose from.   Where should you list your job openings today? The Recruiting Posting tool in SAP SuccessFactors allows users to select and post jobs to over 3,000 sources without leaving the platform. You can discover specialist sites that market to a range of prospect pools. Recruiting Posting suggests both free and paid job boards, some of which necessitate a contract, so read the fine print before submitting an application.