First impressions matter, especially in the hiring process.

Your careers page is often the first substantial interaction a prospective candidate has with your company. It’s the gateway through which potential talent forms their initial perception of your workplace culture, values, and commitment to diversity, equity, and inclusion (DEI).

Given its critical role, ensuring your careers page is inclusive can make or break whether a candidate decides to apply.

Let’s explore how you can review and refine your careers page to promote inclusivity effectively.

First Impressions Count: Why Your Careers Page Matters

When candidates land on your careers page, they’re looking for more than just job listings. They seek insights into your company culture, values, and DEI efforts. A well-crafted, inclusive careers page can attract diverse talent, while a poorly designed one can deter potential applicants. Here are some key elements to focus on:

1. Be Explicit with Your DEI Values

Prospective candidates, particularly younger job seekers, place significant importance on a company’s commitment to DEI. A survey by Glassdoor found that 76% of employees and job seekers consider diversity an essential factor when evaluating companies and job offers.

How to Implement This:

– Highlight Your DEI Efforts: Include a dedicated section or page on your careers site that outlines your DEI initiatives. Mention the diversity of your team, gender balance in leadership, and any ongoing DEI programmes such as any ERGs.

– Provide Tangible Examples: Share statistics and stories that reflect your commitment to DEI. For instance, mention any awards or recognitions your company has received for DEI efforts or showcase diversity reports, pay gap transparency, or any employer content that speaks to how you are building inclusive teams.

Example: Kickstarter’s careers page includes a link to their company charter, akin to a code of conduct, showcasing their values and commitment to diversity. This transparency helps candidates understand what the company stands for and what to expect culturally.

2. Be Transparent About Your Hiring Process

Transparency in your hiring process is a cornerstone of inclusivity.

Candidates should know what to expect at each stage, reducing anxiety and fostering trust. A transparent hiring process is particularly beneficial for candidates from diverse backgrounds who might be more apprehensive about the steps involved. It also helps neurodivergent individuals prepare better for each stage, making the process more equitable.

How to Implement This:

– Outline the Hiring Stages: Clearly describe the number of stages in your hiring process, what each stage involves, who will be involved, and the expected timeline for feedback. See Blinkist example.

– Commit to Diversity in Interviews: Mention if you ensure diverse interview panels or if you use structured interview processes to mitigate biases.

Step-by-Step Guide to Reviewing Your Careers Page for Inclusivity

1. Assess Current Content

Review your current careers page to identify gaps in DEI representation. Look for sections where you can add or enhance information about your DEI initiatives.

Start by performing a content audit of your existing careers page.

Identify where DEI is mentioned and evaluate the depth and visibility of this information. Highlight areas that lack DEI content and consider how they can be improved.

Examples:

– Feature a comprehensive section on DEI, including a breakdown of your DEI strategy, current statistics on workforce diversity, and information about their various employee resource groups (ERGs).

– Include detailed information about their DEI goals, progress reports, and personal stories from diverse employees.

Resource: Glassdoor’s “Diversity & Inclusion in the Workplace” report can provide additional insights and statistics to back up your DEI statements.

2. Gather Input

Engage with your DEI team, HR department, and diverse employees to gather insights on what prospective candidates might be looking for.

Example:

– Consult with your employee resource groups to ensure their careers page reflects the experiences and values of diverse employees.

Engage stakeholders across your organisation to gather a broad range of perspectives. This ensures that the DEI content on your careers page resonates with a diverse audience and accurately reflects your company’s values and initiatives.

3. Update DEI Information

Create or update a dedicated DEI section. Include your company’s values, initiatives, statistics, and any relevant stories or testimonials.

Examples:

– Have a dedicated DEI page that includes statistics on workforce diversity, cultural competence,  DEI-related news, and profiles of diverse employees.

– Share detailed information about your DEI goals, progress, and stories from employees about their experiences with the company’s DEI initiatives.

Pro Tip: Ensure your DEI section is comprehensive and easy to find. Use clear and concise language to communicate your DEI values and initiatives. Include visuals, such as charts or infographics, to make the information more engaging.

4. Detail the Hiring Process

Clearly outline the stages of your hiring process. Include information on the timeline, what each stage involves, and who will be participating. See how Qonto did theirs.

Example:

– Provide a detailed overview of your hiring process, including stages, timelines, and tips for candidates.

Transparency about the hiring process helps reduce uncertainty for candidates. Clearly outlining each stage, along with expected timelines, can help candidates prepare effectively and reduce anxiety.

5. Review and Iterate

Regularly review your careers page to ensure the information remains current and reflective of any new DEI initiatives or changes in your hiring process. DEI is an evolving field, and your careers page should reflect ongoing progress and new initiatives. Schedule regular reviews to update content and ensure it remains relevant and impactful.

Creating an inclusive careers page is more than just good practice; it’s a strategic move to attract and retain diverse talent.

By being explicit about your DEI values and transparent about your hiring process, you set a positive tone that resonates with a broad range of candidates. Regularly reviewing and updating your careers page ensures it remains an effective tool in your inclusive hiring strategy.