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The business value of diversity and integration

The business value of diversity and integration 1200 628 HR-ON

What is all the hype around diversity and inclusion? Is there an increase in focus on fewer opportunities for some, or equal opportunities for everyone?

What exactly is the meaning of diversity in the workplace?

Does it pay off from a business perspective to focus on diversity and integration?

These are some questions that might be on your mind when talking about diversity. Let’s break it down into smaller pieces.

 

Diversity

The employees have their own set of skills which are attained through studies and experience, as well as through their personal and professional background, all of which will affect their work perspective in certain ways.

On a personal level we are talking amongst others about ethnicity, country of origin, gender, age, sexual orientation, religious beliefs or disabilities. The second level is the professional diversity that includes amongst others academic background, career path, industry background, personality type and thinking style.

All of these traits and experiences are accumulated over time and give candidates unique perspectives and skills that come in handy when the company wishes to increase creativity and develop innovative solutions. That being said, employers are not defined by their background, but rather enriched by it.

 

Integration

Integration can be designed as an ongoing process in which all the qualified bidders are taken in consideration and where the focus lies on giving everyone a fair, unbiased chance and not concentrating on excluding some or stop hiring and promoting the typical profile.

Inclusion is shifting attention towards bringing people in as a substitute for keeping people out.

A workplace that focuses on a culture that is accepting of diverse profiles and that includes everyone is on their way of designing the job environment for the future workforce.

This is done by designing a workplace where employers can all have lunch together, make company activities so people interact with each other beyond work tasks and be aware of the employers work-life balance.

Look beyond culture fit when hiring for new positions. By looking for someone who will compliment your work culture you end up having a fresh mindset that will improve and bring new insights to your team. Teams created by like minded employers with a similar cultural heritage and educational background tend to become homogeneous thus making growth and development a slow process.

 

It all starts with the leadership

Include training in cultural awareness, diversity and inclusion. Set guidelines that will ensure the implementation of processes that support and embrace diversity in the workplace.

Measure the progress of the inclusion efforts with the help of analytics. There are relatively easy options to help eliminate bias from inclusion and diversity processes. Analytics help identify and minimise unconscious prejudice throughout the HR departments.

The first step in combating bias is to be aware of it. Once recruiters become aware of this, they will be more likely to screen for a broader candidate base.

Optimize the hiring process so it is based solely on merit and not cultural heritage, race or simply a name that sounds foreign, and continue with the career advancement processes in promotions and leadership development. Focus on these issues and give a fair chance to all candidates and therefore enhance employee involvement and give them a memorable employee experience.

 

Business value in diversity

There is revenue to be gained by D&I. The benefits are numerous, starting with increased creativity and innovation. A recent BCG study shows that companies with a diverse leadership have 19% higher revenue. This is the result of a diverse team that will inspire each other and come up with more diverse solutions to the company’s problems.

Creativity is broken loose, more innovative solutions come on the table, you get a competitive advantage and the employees are engaged and motivated to do their job knowing that their actions are acknowledged and they have a fair chance of advancement. As a result you get a positive reputation which enhances your talent pool.

–for those curious minds a talent pool is a database where hr managers keep all their top job candidates.–

The only offset is that it takes time and engagement to change the way things have been working out so far, and naturally the beginning might be rocky, so keep at it if you want to see results.

 

Future predictions

We are facing a accelerating globalisation and advancement in technology and access to education. Therefore the future of the talent pool is expected to grow in the future, in fact, according to The Organisation for Economic Co-operation and Development (OECD)

“the number of young people aged 25-34 with a tertiary qualification increased by nearly 45% between 2005 and 2013 in OECD and G20 countries and is expected to keep increasing in the coming decade”.

Though migration may make a difference in where the future workforce will come from, the OECD predicts that the individuals with a higher education in the working age population from the EU countries is likely to increase from 26% in 2015 to 34% .”

By 2030 more than 60% of science, technology, engineering and mathematics(STEM) educated young people will come from non OECD countries mainly India and China.

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The building blocks of successful employer branding

The building blocks of successful employer branding 1200 628 HR-ON

Good employer branding comes from letting your employees take ownership of the brand. Making them feel happy to go to work and to find pride in the work they do. This is how you build the foundation for furthering your brand through your employees’ ambition. By giving them the freedom and means to showcase their pride in the brand and thereby making your workplace desirable for future employees and even consumers.

This optimal scenario can be reached in many different ways but the most important thing is to find out what drives your employees. What makes them wake up every morning and look forward to going to work. And of course to realize that different employees and departments within your organization can have very different reasons to work for the brand.

Expanding the brand from within

One of the big factors in creating the environment for that kind of passion is of course to have a clear definition of the company brand and to communicate that message to the employees. To not only have a clear picture of what we do and how the brand achieves its goals but why we’re in the business that we’re in – The big why?

Giving your employees structure and a certain freedom to work within that structure is also important. Once your employees have shown that they can work well within that framework, the next step is to show them that they’ve earned your trust and you can expand your boundaries and give them more freedom to further the brand even more.

The employee effect

The platforms you can make available for your employees to showcase the brand come in all shapes and sizes. The one closest to home is your website which gives you lots of possibilities to showcase the company culture and the talents that work for the company. Whether it’s you about, job or blog page, make sure that they have an easy access and a well-designed home to brag about.

Once you have these things in place you can start to “spread the love” as we say and share your content. LinkedIn, Facebook, Twitter, Instagram or Snapchat are all good social media platforms and will help you to reach a lot of people. When that is said, it doesn’t mean that your brand has to be present on all of them. The trick is to know your target audience and where to find them. To know what makes them tick and communicate accordingly.

Start building

When you have created the right foundation for your brand and taken the needs of your employees in consideration the passion takes over. Work will be just fun & play and you can start to build whatever your heart desires.

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7 mistakes to avoid when recruiting

7 mistakes to avoid when recruiting 1200 628 HR-ON

Most people know, that recruitment processes are associated with costs. But, if you end up hiring the wrong person for the job, costs increase significantly.

Therefore, HR-ON has put together a list of seven “deadly sins” to avoid, when you recruit.

1: DON’T LOSE TRACK

By preparing a process plan that fits your company, you will avoid wasting time. By sticking to the plan, you gain a better overview of your job ads, your job interviews, the hiring dates, and so on.  In this way, your recruitment process plan will help you to have an overview and meet your deadlines.

2: DON’T USE EMPTY PHRASES

We always read sentences like: “you are able to multitask” or “you are able to manage your tasks in busy environments”.  According to Ali Cevik, founder of HR-ON, you should not put empty phrases in your job advertisements. They just don’t give the applicants the essential information on the job. By thinking out of the box and creating your own unique job posting, you increase the credibility of your company and promote a higher level of interest in the position.

3: AVOID OLD ROUTINES

Ali Cevik is convinced: “People, in general, feel more secure when hiring candidates who have a similar profile as themselves”. But he invites recruiters to break out of these habits and consider recruiting more diverse candidates instead. One way to do this is by taking advantage of other media than the ones you usually use. For a suggestion, you could include social media, blogs, niche job board, magazines and networking in your distribution strategy: “By doing so, you invite new and atypical candidates to apply for the job. Thereby, new skills and ways of thinking can be added to your company,” affirms Ali Cevik.

4: SPECIFY YOUR REQUIREMENTS 

When writing your job ad, do not make the list of requirements too long. Instead, you should specify exactly what you are looking for and what candidates can expect from the position: What are the core values, the mindset and the environment of the workplace and what specific tasks need to be solved? Be aware of what the job really requires and avoid contradictions. Through a concrete job profile, you will reach more targeted profiles and receive only relevant applications.

5: AVOID AN OVERLOADED MAILBOX

When you receive hundreds of job applications by e-mail, it can be difficult to hold track of the process, and you might spend most of your time by administration and systematization. The higher number of recruitments you make per year, the heavier is the burden of administration. That is why you will gain great benefits by acquiring an effective recruitment system. By applying HR-ON to your recruitment procedure, your vacancies and related job applications are systematized by automated functions. Thus, you gain time for the more qualitative tasks as, for example, the personal job interview.

6: DON’T LET THE RIGHT MATCH PASS BY

Although you should be specific about your company needs (see Point 4), you can gain a lot if you are open to other candidate profiles with different competencies and working methods. Giving your business an atypical and unfamiliar profile will give you new perspectives on tasks, innovation, and growth for your business. Ali Cevik points out that breaking away from the usual framework, condemnation and expectations widens the horizon and gives new energy and inspiration to the whole recruitment.

7: DON’T FORGET YOUR CORE VALUES

HR-ON believes in “value-based recruitment”. It is a concept that we hope to pass on to the users of our system. The idea involves that you focus on the core values of your company through every step of your recruitment process. By practising recruitment based on values, the chances of finding a truly dedicated employee who will support your company goals in the long-term increases.

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