Human resource management group assignment

In this report, we will show the importance and effectiveness of recruitment in organization through explaining ways to make recruitment more diverse, forecasting the market in the next

Group members:

Student name ID student Contribution %

Introduce + Explain how to recruit a more diverse workforce + edit file word

Discuss what the firm

is doing to be family friendly

95

Đinh Hồng Minh Đức 215081064 find at least 2

Table of contents

Group members: 2

Group TOPIC 3

Table of contents 4

Introduction 5

Body 5

1 How to recruit a more diverse workforce 5

1 Audit your job ads 6

2 Target sources where diverse candidates congregate 6

3 Encourage your diverse employees to refer their connections 7

4 Offer internships to targeted groups 7

5 Develop an employer brand that showcases your diversity 7

6 Create company policies that appeal to diverse candidates 8

7 Use blind resumes 8

8 Use blind interviews 9

9 Harness AI to review resumes 9

10 Rethink the factors that you screen for 9

11 Automate your shortlisting using an ATS 10

12 Seed talent pipelines with diverse candidates 10

2 Based on the knowledge of personnel planning, develop a 5-year forecast of occupational market conditions for 2 occupations as follows: 11

 Data analyst 11

 Psychologist 12

3 Discuss what the firm is doing to be family friendly After that, find at least 2 employment ads, either on the Internet or in a local newspaper, that suggest that the company is family friendly and should appeal to women, minorities, older workers, and single parents 13

 What is a family-friendly company? 13

 They are always on guard against discrimination 13

 They provide enough, and sometimes better incentives 13

 They have a safe and inclusive environment 13

They implement policies accommodating workers with families 14

They orient the employees to be family-friendly 14

 They actively promote the idea of being family-friendly to community 14

 You can avail of the benefits 14

 They provide the best benefits 14

 You internalize the culture 14

 You can contribute to further promotion of family-friendly policies 15

 Example: 15

References 16

Introduction

Nowadays with the rapid development of science and technology is the division of labor deepened worldwide Countries increasingly interdependence and the emergence of globalization process In the background in that situation, Vietnam is also developing on the path of international economic integration economic The process of globalization gives Vietnamese businesses a lot of opportunities but also means many challenges To stand firm and grow in Under such circumstances, businesses need to utilize all their resources Along with capital, facilities, science and technology, human resources are weak the most important factor for every business Physical factors such as machines, Equipment, materials, finance will be useless without hands and mind

influenced by human intelligence The success of the business cannot be separated leave the human element

In Vietnam today, when building and locating businesses through Usually capital and technology factors are considered as the key to the development strategy development, while the human factor is often not focused, especially in initiation phase Lack of interest or inadequate attention to the element personnelcan lead to the situation that the business is "out of the war" when competition isincreasing So to improve efficiency in the process business process, businesses need to put the recruitment of personnel first The number one position aims to have a sufficient number of qualified personnel Good quality, meet job requirements

In this report, we will show the importance and effectiveness of recruitment

in organization through explaining ways to make recruitment more diverse, forecasting the market in the next 5 years with two professions, data analysis and Psychologist, along with providing content that the candidates We discuss what the company is doing to help them recruit more diverse

Body

1 How to recruit a more diverse workforce.

Diversity in the workplace refers to the differences among employees in terms

of their race, ethnicity, gender, age, culture, religion, sexual orientation, disability, or any other characteristic that makes them unique Think of inherent diversity as being tied to race, gender, age, health and any other characteristic that is natural to who someone is as a person Acquired diversity refers to things like education, experience, values, skills, and knowledge, which are more fluid and can develop and evolve over time Diversity recruiting is the practice of hiring candidates using a process that is free from biases for or against any individual or group of candidates It is still merit-based recruitment and still aims to find the best possible candidate, but it’s structured to give all applicants, regardless of background, an equal opportunity In a diverse workplace, employees from different backgrounds bring different perspectives, experiences,and ideas to the table, which can lead to greater creativity, innovation, and problem-solving abilities

12 ways to recruit for a diverse workforce

As always, when attempting to improve a part of your business, it’s important to ask yourself the following questions:

 What’s my goal?

 How do I measure success?

 How to measure diversity recruiting metrics?

Without clearly laying out these two important variables, it’s difficult to successfully improve recruiting strategy for diversity Example, gather the exact metrics around how many women you currently employ in those roles, and set a goal of how much you want that to increase by

Increasing diversity in sourcing

A great way to ensure that we’re hiring a diverse range of people is to make surethere’s diversity in who is applying to the positions to begin with Here are sometechniques for increasing diversity in candidate sourcing:

1 Audit your job ads

- One of the best ways to recruit diverse candidates is to do an audit of your past recruitment ads, and make changes to speak to a broader range

of candidates You may notice that some of the languages you use are more geared toward a specific demographic of experience level If this is the case, find ways to be more inclusive in your language to appeal to candidates from different backgrounds

- Auditing your job ads involves reviewing and analyzing the language, content and overall effectiveness of your job postings with the goal of improving their ability to attract the right candidates This process may include evaluating the clarity of job descriptions, ensuring that

requirements and qualifications are accurately listed, assessing the tone and messaging of the ad, and ensuring that it is being distributed through the appropriate channels The goal of an audit is to ensure that your job ads are reflective of your organization’s values and culture, while also attracting the most qualified and diverse candidates possible

2 Target sources where diverse candidates congregate

- A great way to ensure that your talent pool is full of diverse candidates is

to source your candidates from a variety of different places Don’t rely onthe same sources over and over again when seeking out new candidates Focusing on only the sources that you know best can result in a talent pool of similar candidates and a lack of diversity Instead, seek out opportunities to source diverse candidates where they typically hang out For example, there are many online and offline groups dedicated to women in technology This could be a great source to meet and connect with high caliber female candidates directly, instead of waiting for them

to find you through platforms like Indeed The more you take the initiative to find these channels, the more likely it is that your talent poolswill be diverse

- Target sources where diverse candidates congregate refer to the places or platforms where individuals from diverse backgrounds come together to share information, knowledge, and opportunities related to their field of work or interests These sources could include job boards or websites that

target specific ethnic or cultural groups, professional associations or networking groups focused on underrepresented communities, diversity job fairs, and community organizations that serve diverse populations The goal of identifying and utilizing these sources is to attract and engage

a more diverse pool of candidates for job openings and create a more inclusive workplace culture

3 Encourage your diverse employees to refer their connections

- It’s very likely that members of your team will have networks of people with similar backgrounds to them Creating a diverse candidate referral program is a great way to both boost your diversity recruitment strategy, and showcase that your company values different backgrounds and ideas

If you are looking to hire more of a specific group of people, reach out to some of the employees already on your team who are part of that demographic Encourage them to share your job ads with their networks, and give them the tools they need to promote the company for you Your employees and candidates will both feel that your company values their opinions and presence, which is fantastic for overall team morale and engagement

- Encouraging your diverse employees to refer their connections means asking employees from different backgrounds, races, ethnicities, genders,sexual orientations, and abilities to recommend qualified candidates for job openings within the company This practice promotes diversity and inclusion in the workplace by expanding the pool of potential candidates and giving opportunities to individuals who may not have been reached through traditional recruiting methods It also helps to foster a sense of belonging and engagement for diverse employees by creating a more inclusive work culture and increasing their involvement in the

recruitment process

4 Offer internships to targeted groups

- Many companies have started internal diversity programs that offer internship and co-op positions to candidates from specific backgrounds This is a great way to encourage up-and-coming candidates in your

industry to join your team and get experience To accomplish this, reach out to schools and community groups in your area to determine

opportunities to make connections with students Often, communities willhave their own programs to encourage growth, and teaming up with thoseinitiatives is a great way to give back while also benefiting from new and diverse talent

- Offering internships to targeted groups refers to the practice of providing internship opportunities to specific individuals or groups who may benefit from the experience These groups may include students from specific majors or programs, individuals from underrepresented communities or minorities, or individuals with disabilities The purpose

of targeting these groups is to provide them with valuable professional experience and skills development, as well as to increase diversity and inclusion within the organization or industry

5 Develop an employer brand that showcases your diversity

- Perhaps the best way to boost diversity in your candidate sourcing is to organically create an employer brand that values people and opinions from all walks of life Talk about the benefits and importance of diversity with your team, get their buy in and engrain those values into your company culture As you do this, you will begin to develop an employer brand that is known for valuing diversity Encourage employees to talk about this part of your business Record their stories, and incorporate thatpart of your corporate personality into how you promote your employer brand Diverse candidates will seek out companies who truly value those ideals, and developing organically is the only way to truly reap those benefits

- Developing an employer brand that showcases your diversity refers to creating a positive and authentic image of your organization that highlights your commitment to diversity, equity, and inclusion This brand image should attract a diverse pool of candidates who feel valued and supported by your organization This can be achieved through various initiatives such as promoting diverse leadership, providing equal

opportunities for all employees, offering cultural competency training, and creating a welcoming and inclusive work environment The goal is todemonstrate that your organization is committed to diversity and inclusion, and that it values individuals from all backgrounds and identities.

6 Create company policies that appeal to diverse candidates

- It’s one thing to claim that you value diverse recruiting strategies and teams, but it’s quite another to actually live those values daily That’s whyit’s so important to proactively implement company policies that appeal

to diverse candidates Consider changing your time off and scheduling policies to include more religious holidays, community events, and so on.Encourage flexible work hours that will allow candidates to continue being involved with their communities, and not require them to conform

to a cookie-cutter schedule at all times It’s also important for

management teams to encourage employees to speak up if they think certain policies are hindering diversity in any way People’s individual biases will always be a factor in how they perceive and navigate the workplace, so it’s important to encourage open and honest dialogue to ensure everyone feels welcome

- Creating company policies that appeal to diverse candidates means developing guidelines, rules, and procedures that are inclusive and accommodating to individuals from different backgrounds, cultures, and lifestyles It involves identifying and understanding the unique needs, values, and preferences of diverse candidates and incorporating them intothe policies This can encompass a wide range of areas such as

recruitment, hiring, promotion, training, benefits, and work environment The aim is to foster a culture of diversity, equity, and inclusion that attracts and retains a diverse workforce and promotes their growth and success within the organization

7 Use blind resumes

- An increasingly popular technique recruiters are using to remove bias from how they screen candidates is to “black out” any and all personal

information on resumes Information like names, schools, date of birth, specific locations, and so on can all contribute to some degree in a biased assessment of the candidate, even if it’s not done consciously

- Use blind resumes is a recruitment and hiring practice where identifying information, such as the name, gender, age, race, and other personal details about the candidate are removed from the resume before it is reviewed by the hiring manager or recruiter The purpose of using blind resumes is to reduce unconscious bias in the hiring process and ensure that candidates are evaluated based on their qualifications and

experience, rather than their personal characteristics or background

8 Use blind interviews

- Blind interviews use the same principle as blacking out resumes to reducebias, but apply this tactic to early conversations with the candidate They can be accomplished by sending candidates text-based questions via text,

or through your recruitment platform of choice Candidates answer these questions anonymously and are asked to avoid providing personal information The goal here is to remain free of bias regarding who you choose to interview further Obviously, it’s much tougher to remove all personality and bias when talking to candidates on the phone or in person, so blind interviews are most effective early in the process

- Blind interviews refer to a job interview process where the interviewer does not have access to the candidate's personal information, such as theirname, age, gender, race, or any other identifying factors that could potentially create bias or discrimination The purpose of a blind interview

is to ensure that the hiring decision is based solely on the candidate's qualifications, skills, and experience, rather than any personal

characteristics that may lead to unconscious bias This approach can help promote diversity, equity, and inclusion in the hiring process

9 Harness AI to review resumes

- One way to ensure that you remove bias from your resume screening process entirely is to leverage artificial intelligence technology in your ATS Pre-program your platform to flag and filter for specific skills and