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Stay up to date with the latest news, offers and market trends from Heyllo!
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Creating diverse, equal, and inclusive workplaces is crucial for any organization's success, and this has been increasingly recognized in recent years. Achieving diversity, equality, and inclusion (DEI) requires a deliberate and intentional effort, particularly in the hiring process. The first step towards promoting DEI is to ensure that job postings are inclusive. This involves creating job descriptions that are clear, concise, and free from gender-biased language. Using gender-neutral language can increase the number of diverse candidates in the applicant pool. Companies should also avoid language that might be perceived as discriminatory or exclusionary, such as words that imply age or able-bodiedness. By consciously crafting job descriptions that appeal to a wide range of candidates, organizations can attract diverse talent and create opportunities for underrepresented groups. Companies must ensure that their hiring process is free from bias. This means creating an objective and structured interview process that focuses on the candidate's skills and qualifications rather than personal characteristics. Blind resume screening tools and diverse interview panels can help to reduce unconscious bias. By removing identifying information from resumes and involving individuals from different backgrounds in the interview process, organizations can make more objective hiring decisions. Additionally, using standardized interview questions that are job-related and unbiased can create a fairer and more equitable evaluation process for all candidates. Furthermore, companies can promote DEI by implementing initiatives that create a more inclusive workplace culture. This can include providing diversity and inclusion training for all employees to raise awareness and foster understanding of different perspectives and experiences. Employee resource groups (ERGs) can be established to support underrepresented groups and provide a sense of belonging. These groups can offer networking opportunities, mentorship programs, and forums for open dialogue and collaboration. Implementing policies that address bias and discrimination, such as zero-tolerance policies and reporting mechanisms, demonstrates a commitment to maintaining a safe and inclusive work environment. By creating an inclusive workplace culture, companies can attract and retain a more diverse workforce. The benefits of DEI are numerous. A diverse workforce brings together individuals with unique backgrounds, perspectives, and skills, leading to increased creativity and innovation. Employees who feel valued and included are more likely to be engaged, productive, and committed to the organization, resulting in higher retention rates. Additionally, organizations that embrace DEI have a stronger competitive advantage as they can better understand and serve diverse customer bases. In conclusion, DEI is essential for any successful organization. Companies must take deliberate and intentional steps to create inclusive job postings, eliminate bias from the hiring process, and promote an inclusive workplace culture. By doing so, they can benefit from a more diverse and innovative workforce and improve their overall success. Embracing DEI not only aligns with ethical and moral values but also enhances organizational performance and fosters a more inclusive society. If you would like to discuss any of your recruitment or training needs, please email recruitment@heyllo.co.uk or call us on 01429 363160. #DEIinWorkplaces #InclusiveJobPostings #UnbiasedHiringProcess #InclusiveWorkplaceCulture #DiverseWorkforce #PromoteDEI Artificial intelligence and automation are revolutionizing the recruitment industry, empowering companies to leverage advanced technology in their hiring processes. With the advent of AI-powered tools, organizations now have the capability to streamline various aspects of recruitment, including resume screening, video interviews, and even decision-making.
The potential benefits are numerous, from enhancing efficiency to addressing bias in hiring practices. However, this technological shift also brings forth important discussions around the role of human judgment in the recruiting landscape. Employing AI algorithms to screen resumes is a prime example of how technology is reshaping recruitment. These intelligent systems can quickly analyze large volumes of resumes, identifying relevant qualifications and experience, and presenting recruiters with the most promising candidates. By automating this initial filtering process, organizations can save significant time and effort, allowing human recruiters to focus on more nuanced assessments. Another area where AI is making an impact is in conducting video interviews. With AI-powered platforms, companies can now analyze facial expressions, tone of voice, and body language to extract valuable insights about candidates' suitability for specific roles. Such technology provides a standardized evaluation framework, reducing subjective biases that can arise from human interviews. The use of AI in hiring decisions is perhaps the most contentious aspect. While algorithms can provide data-driven recommendations based on objective criteria, concerns emerge regarding the potential exclusion of qualified candidates due to biases embedded in the algorithms themselves. Striking the right balance between human judgment and AI assistance becomes crucial to ensure fair and ethical outcomes. As the recruitment industry continues to embrace AI and automation, it is imperative to establish robust guidelines and regulations to safeguard against unintended consequences. Human oversight and ethical considerations should remain at the core of decision-making processes, while leveraging the power of technology to enhance efficiency and promote inclusivity. If you would like to discuss any of your recruitment or training needs, please email recruitment@heyllo.co.uk or call us on 01429 363160. #ArtificialIntelligence #Automation #Recruitment #Technology #AIinRecruitment #HiringProcess #Efficiency #Bias #HumanJudgment #ScreeningResumes #VideoInterviews #DecisionMaking #Algorithms #StandardizedEvaluation #Ethics #Inclusivity The 40 schemes range from engineering to health and safety and includes more than 200 apprenticeships which are degree level.
Amazon employs more than 70,000 staff in the UK and said the scheme would help more people get the skills in demand in the job market. BT Group recently announced plans to recruit more than 600 apprentices and graduates for September 2022. The group, one of the UK's largest private sector apprenticeship employers, said it would recruit for posts in its engineering, customer service, applied research, and cyber-security areas. The latest recruitment drive for both companies come as firms in the UK report growing problems filling skilled roles. Amazon has also previously offered a signing-on bonus of £1,000 to fill some roles. Amazon's apprenticeships programme covers a wide range of areas including publishing, retailing, marketing, and a programme focused on environmental, social, and corporate governance. If you need helping filling roles or need help understanding Apprenticeships, then get in touch with us so we can help you ‘Say Heyllo’ to new candidates. The majority of young people have found it harder to secure high-quality work since the start of the pandemic, research has found, with poor mental health one of the main barriers.
A report from the Institute of Employment Studies (IES) found that 62 per cent of people aged 16 to 24 feel the pandemic has made it harder to find high-quality work – based on factors including environment, job security, and work-life balance. The same percentage said the pandemic had impacted their confidence when it came to work. The report warned that despite a fall in unemployment since the pandemic – dropping 2.1 percentage points between 2020 and 2021 – coronavirus had led to a deterioration in working conditions. And while young people were not necessarily affected by the virus itself, the measures in response to it had caused them to miss out on educational and social opportunities. At Heyllo we firming believe that these findings highlight a real risk that the pre-pandemic trend of the worsening quality of youth employment and challenges in accessing good jobs has become further entrenched, and that it is the our duty and the duty of those supporting young people (from government, to education, employers, and support services) to overcome them. Serious staff shortages remain in the food and drink industry despite even more people being out of work compared with a year ago. The Office for National Statistics (ONS) said there were 10% less unemployed people at the end of June, against the previous three months in the UK.
Employers in the hospitality sector are having to compete for staff, driving up wages. For years it has been an industry dominated by low pay and has struggled to be seen as an attractive industry with a strong career path and opportunities to develop. As a result, employers have relied on staff from EU countries where the industry is rated more highly, but many of those employees have returned to work in the EU since Brexit. Once furlough has finally ended in the autumn we will have a clearer picture of the jobs market in Hospitality, but it will be very hard to untangle causes - what is a result of the pandemic, what has changed because of Brexit and what are long-term weaknesses in the economy. And whilst the three-month fall in unemployment is "very heartening", the same cannot be said for filling job vacancies in sectors such as hospitality. This data shows that small firms need to recruit and retain staff to build their own economic recovery - which means that it is vital that businesses can access the people that they need to rebuild. We work with our clients in hospitality to support them attract and keep good quality, in many instances ‘local’, candidates. Many of whom have never worked in the sector before! If you’re a hospitality business and need our support, we’d love to hear from you. |
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