Enhancing Inclusive Recruitment Practices: From communication styles to psychological safety in the workplace

As part of our partnership approach, Sanderson Government & Defence are pleased to offer a variety of training opportunities and services to our clients. Most recently, our Head of Talent Consulting for G&D Mollie Hatton provided training to one of our reputable technology company clients.

In order to continue striving to attract diverse talent to their organisation and ensure they minimise bias and ensure a fair selection process, this client recognised a need within their talent community to increase awareness and familiarity around inclusivity, and more specifically inclusive recruitment.

What was the aim of the training and what did it cover

In order to unpack these topics, Mollie focused her training session around four key objectives and topics:

Psychological Safety Awareness

The training session educated participants in the importance of creating a psychologically safe environment during the recruitment process while encouraging an open dialogue, active listening, and empathy.

Mollie covered the impact that this can have on candidate experience as well as highlighting some strategies for creating a safe interview environment and how you can learn from mistakes.

Understanding Communication Styles

Mollie gave participants the opportunity to explore different communication styles including assertive, passive, aggressive and helped them to understand the impact each of these can have on candidate interactions though role-playing scenarios to practice adaptive communication.

This session also provided strategies for adapting communication styles to connect effectively with candidates from diverse backgrounds and recognised the importance of respecting diverse communication practices.

Navigating Multigenerational Organisations

The training discussed the varying opportunities and challenges of working with a multigenerational team as well as highlighting the value of diverse perspectives and experiences.

Mollie guided participants through tactics to leverage generational strengths and how to bridge any gaps through training and mentorship and reverse-mentoring.

Mitigating Bias in Recruitment

Mollie raised awareness of the different unconscious biases that can affect decision making such as affinity bias and confirmation bias.

During the session participants were also introduced to evidence-based strategies to minimise bias at each stage of the recruitment process such as structured interview techniques, blind resume screening and diverse interview panels.

Conclusion

The training session was huge success with participants coming away more confidence and awareness around how to create an inclusive recruitment environment and process plus practical strategies, tips and advice to future proof an inclusive workforce at their company.

Next steps

If you’re interested in conducting a similar training session at your organisation, the Sanderson team are here to help.

Please don’t hesitate to reach out to Mollie to discuss a training programme relevant to you and your company.

[email protected]

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