Hiring, retention and growth, that is, everything related to the employee experience, has become increasingly important, because making employees have a good experience that makes them grow as people has proven to be the secret to the growth of organizations. In this way, they have become strategic partners of the different departments of the company.
So to understand the changing nature of the employee experience, it’s important to understand that it begins with reinventing your workforce’s relationship with your company before they are even hired.
To achieve this, it is necessary for these Human Resources professionals to develop various skills, two of which stand out.
1) Diversity and inclusion as part of the company culture
This is a skill that Human Resources specialists are discovering that they have to develop and in turn make it permeate throughout the organization. And to achieve this, it is about seeing this inclusion as a journey, not as a destination.
Change must start from the top and leaders and these professionals must be honest in reviewing what is failing in the organization and reflecting on aspects such as how inclusive the hiring process is, what kind of mentoring and development opportunities they offer to. minorities or if managers are really trained to provide constant feedback and performance reviews to their direct reports, for example.
Creating an inclusive environment involves changing people’s attitudes and behaviors. And in this sense, it is very important to avoid biases that may be unconsciously repeating inside.
For example, when managers say they want to hire someone with a degree from a certain university, it is important for the HR professional to challenge them to instead define the skills and qualities that will help a candidate succeed, as This will open up the hiring pool to a broader range of candidates.
Organizations can limit the effects of bias with a combination of education and action. They can start with training programs that help employees learn more about common types of bias. This can be especially helpful in making employees aware of how biases affect their hiring decisions and treatment of colleagues.
The objective is to instill a system of checks and balances that allows people to transform attitudes and behaviors and make them more aware of the microaggressions that may be being generated in the workplace without hardly anyone noticing it.