CEMX promotes great workplace experiences.

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A fantastic starting point is to know that every step of the recruitment process was rewarding for candidates, even if they weren’t successful!
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Approaching recruitment as if every candidate was a potential CEO is one approach.
Similarly, adopting a best practice approach built on a commitment to inclusive, fair and equitable processes that align to the overall business strategy can facilitate a great experience for candidates and deliver outcomes that are transparent and consistent.
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Where specific diversity objectives are intended, care should be taken to ensure these are well supported across the organisation and reinforced through Executive level commitment and accountability.
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Specific features of this approach include:

• Commitment to non-discriminatory practices and equal opportunity across all HR processes.
• Establishing strategies for sourcing candidates from diverse backgrounds including underrepresented groups. This will include outreach methods to engage directly with Aboriginal and Torres Strait Islander communities.
• Ensuring job descriptions and selection critieria are free of bias and avoid unnecessary criteria that may be indirectly discriminatory.
• Ensuring there is a structured interview process that includes standardised questions and evaluation criteria to minimise bias.
• Providing a diverse interview panel that reflect the diversity of the organisation and the candidate pool and to avoid unintentional bias through selection of those that ‘look like us’.
• Providing training for interview panel members on conducting fair and inclusive interviews
• Providing training for all stakeholders in the recruitment process including those preparing job descriptions, short-listing and interviewing to raise awareness of unconscious biases and how to mitigate them
• Implementing appropriate and reasonable accommodations for candidates with disabilities or other special needs so that they feel they can fully participate in the recruitment process. This may include accessible facilities, alternative interview formats and extended time for any assessment activities.
• Maintaining transparent communications to all candidates throughout the recruitment process by clearly communicating expectations, timelines, selection criteria and process stages and requirements.
• Ensuring candidates are provided with regular updates on the status of their application and feedback wherever possible.
• Regularly reviewing and evaluating recruitment practices and their outcomes to identify areas for improvement and to ensure compliance with any required legislative provisions for equitable practices.
• Identifying and reporting on key metrics covering candidate demographics, hiring rates and turnover by area so as to identify progress in achieving diversity and inclusion goals and to assist in establish where there might be problems that require further investigation.
• Reinforcing management accountability for maintaining a workplace culture that is inclusive and free of discriminatory practices.
• Ensuring mechanisms are in place for individuals to report concerns and address instances of discrimination or bias.
• Soliciting feedback from candidates about their experiences and applying this feedback to undertaking improvements.
• Actively seeking input from employees and stakeholders on ways to enhance diversity and equity in recruitment.

Incorporating these features into an equitable HR framework and applying them with consistency, fairness and integrity will enable the organisation to develop and retain a more inclusive and diverse workforce.