To succeed in attracting, recruiting and developing a diversity of candidates and employees, a continuous elaborate talent strategy is needed.
"Traditional methods risk creating homogeneous teams and a high risk of exclusion
How inclusive are your skills supply processes?
To succeed in attracting, recruiting and developing a diversity of candidates and employees needs a continually elaborated talent strategy. It is not enough to compare the merits of the CV, and we cannot content ourselves with assuming that we are able to make a judgement-free assessment of performance.
Without tools, we categorize people into compartments and create stereotypes when we lack sufficient information. That's why we need thoughtful strategies and tools to reach teams with diversity and inclusive culture.
Our analysis in three stages
Traditional methods run the risk of creating homogeneous teams and a high risk of exclusion. In order to create dynamic groups with different perspectives where everyone feels included, thoughtful solutions are required at each stage. We analyse your work with talent supply in three phases and identify pitfalls and measures to that you feel safe with your methods, tools and processes for providing skills.
1. Attract/Communicate Message, Tonality, Channels, Representation and more.
2. Recruit Advertising, Selection, Tests and more.
3. Retain / Develop Culture, Competence Development, Succession, Recognition and Visibility and more.
Linnea is a consultant at Hammer & Hanborg with a tip in diversity and inclusion. Get in touch with her if you want to know more or book a meeting!