In today’s job market, you cannot afford not to recruit the best talent. Recruiters spend a significant amount of time each month searching for suitable candidates and sending them applications. But what if this entire process could be made more efficient? There are many ways that you can improve your recruitment process by improving your LGBTQ+ friendly recruitment process.

Creating a diverse team requires an LGBTQ+ friendly recruitment process as it is a topic that needs to be addressed in corporate society. Many people are unhappy at their workplace, and this can be solved by making an effort in creating a welcoming environment for all genders, sexual orientations, and gender identities.

The LGBTQ+ community is gaining visibility and acceptance, however, the recruitment process can be a challenge. Through research and analysis, we have identified best practices in order to improve your recruitment process. This guide will focus on how you can use these practices to help attract LGBTQ+ candidates to your company.

Showcase Your Public Support for the Community

Those who are passionate about diversity and inclusion will want to see clear evidence of your positions on social issues as they research potential employers. Using social media and other forms of external communication to acknowledge Pride Month can be helpful. Not just during pride month, you can also casually communicate with them, providing LGBTQ employees with the chance to share their employee experiences.

Train Employees to Improve Your Recruitment Process

The LGBTQ+ community is very diverse. The way you approach recruiting may vary depending on the candidate in front of you, so it is important to use experience and training to improve your recruitment process every time. Employees should receive proper DE&I training that specifically address gender identity and sexual orientation. Communicate effectively and use appropriate terminology by educating or reminding employees

Transparent & Comprehensive Workplace Policies

Make your workplace discrimination policies inclusive of lesbian, gay, bisexual, and transgender people. You should add language prohibiting discrimination based on gender identity and sexual orientation to your policy. Make sure that the benefits you offer are equal for all employees, such as medical insurance for transgender workers and life insurance for same-gender partnerships. Employees and leaders should also be aware of these protections, which include reporting incidents of discrimination. 

Be proactive in your search for LGBTQ talent and try expanding your network beyond your current network if you want to expand your LGBT talent pool. You can start by contacting us. With our unique database, you can hire highly experienced, skilled, and qualified candidates of all gender and community.

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