Inclusive recruiting and the changing landscape of talent acquisition: Insights from my journey
As the founder and CEO of Avanti Search, a boutique recruitment agency in Sydney, Australia, I've had a front-row seat to the dramatic shifts in the talent acquisition landscape over the past few years. Today, I want to share some insights on the current state of recruiting, the challenges we face, and how we can work towards more inclusive hiring practices.
My journey to recruitment
My path to recruitment was far from traditional. Growing up in a Lebanese-Indian family in Sydney, I spent every summer until I was 18 visiting my grandparents in India. These experiences opened my eyes to the stark contrasts between the privileged life I led in Australia and the poverty I witnessed in India. This ignited a passion for giving back, which led me to enter the Miss World pageant at 19, attracted by its significant charity component.
After becoming Miss Australia and placing third in the Miss World competition, I used this platform to work with various charities, mostly focused on children's causes. This unique background eventually led me to appear on the Australian version of The Apprentice in 2009. However, I always knew my ultimate destination was the corporate world, which is how I found my way into recruitment.
The impact of the pandemic on recruitment
The COVID-19 pandemic has dramatically reshaped the recruitment landscape. In Australia, we experienced a complete reversal of the job market. At the start of the pandemic, we saw hiring freezes and mass redundancies, leading to a surplus of candidates. However, about 12 months later, as the market stabilized and companies regained the confidence to hire, we faced a significant talent shortage.
This shift was partly due to Australian legislation that prohibits companies from re-recruiting for a redundant role for 12 months. As a result, when companies were ready to hire again, they all started recruiting for similar roles simultaneously, creating fierce competition for talent.
Inclusive recruiting challenges
One of the biggest challenges we face in inclusive recruiting in Australia is our geographical isolation. The pandemic has made companies warier of hiring international talent due to concerns about potential travel restrictions. This has led to a tendency to hire "safe bet" local candidates, potentially limiting diversity in the workforce.
However, the pandemic has also brought some positive changes for inclusive hiring. The shift to remote and flexible work has opened up more opportunities for women, particularly working mothers. This flexibility has made it easier for women to balance work and family responsibilities, and it's also allowed for more equal distribution of childcare duties in heteronormal relationships.
What's working in recruitment
In my experience, the most successful approach to recruitment is treating it as a partnership. At Avanti Search, we focus on building strong relationships with our clients, truly understanding their business and culture. This allows us to provide candidates who are not just qualified on paper, but who will thrive in the company's environment.
I always advise my clients to rethink their policies if they're considering reverting to full-time office work. Companies that maintain flexibility in their work arrangements have a significant advantage in attracting and retaining top talent.
Improving candidate experience
Data should inform policy when it comes to improving candidate experience. I always encourage companies to gather feedback directly from candidates and employees about what they need and value. This data should then be used to shape policies around things like parental leave and flexible work arrangements.
A call for fair pay practices
One of the most critical areas where we can make a difference in inclusive hiring is in the salary conversation. There's a tendency to perpetuate pay gaps by offering candidates from underrepresented groups lower salaries simply because they've been historically underpaid. My advice to HR and TA leaders is to break this cycle. Instead of seeing an opportunity to save on budget, see it as an opportunity to correct historical inequities. Offer the salary that the role deserves, regardless of what the candidate has been paid in the past.
Looking to the future
As we move forward, I believe transparency will be key in creating more equitable workplaces. While Australia doesn't currently have pay transparency laws like those being implemented in some U.S. states, I hope to see movement in this direction.
The world of recruitment continues to evolve, and as professionals in this field, we have the power to shape it for the better. By focusing on inclusive practices, fair pay, and transparency, we can create workplaces that truly value diversity and provide equal opportunities for all.
