Navigating recruitment and diversity in the modern workplace

As the founder of Avanti Search and a passionate advocate for diversity and inclusion, I've seen firsthand how the recruitment landscape has shifted dramatically over the past few years. Today, I want to share some insights on the current state of recruitment, tips for job seekers, and how we can work towards a more inclusive workplace.

The shifting recruitment landscape

The pandemic has caused significant changes in the job market. We've seen a pendulum swing from a freeze in recruitment and mass redundancies to a severe skill shortage. As we move into 2023, I predict an even greater focus on employee retention. Companies will likely invest more in wellbeing initiatives and competitive salaries to keep their top talent.

Choosing the right recruitment agency

For job seekers looking to work with a recruitment agency, here are my top tips:

1. Leverage your network for recommendations. Often, it's not just about the agency but the individual recruiter you work with.
2. When interviewing with a recruiter, ask about long-term career progression. A good recruiter should be able to discuss your five-year plan and how they can support your journey.
3. Build relationships with recruiters. Your network is your net worth, and this applies to recruitment connections too.

The importance of LinkedIn

I can't stress enough how crucial LinkedIn has become in the current job market. With fewer candidates actively applying for jobs, recruiters are increasingly reaching out to passive talent through LinkedIn. If you're not on the platform or haven't updated your profile in a while, you're potentially missing out on great opportunities.

Making recruitment more inclusive

At Avanti Search, we're committed to making the recruitment process more inclusive. Here are some of the practices we implement:

1. We have thorough job briefings with hiring managers, discussing not just experiential fit but also team diversity.
2. We openly discuss accessibility needs with candidates from the start of the process.
3. We coach female candidates on salary negotiations to help close the gender pay gap.
4. We advise clients to limit job requirements to six or fewer points to encourage more female applicants.
5. We recommend flexible interview times and reassessing lengthy assessment processes that might disadvantage certain groups.

Closing the gender pay gap

The gender pay gap in Australia stands at 14.1%, with women earning significantly less over their lifetime, especially after having children. To address this:

1. Recruiters and employers should offer fair salaries based on the role's value, not what the candidate is willing to accept.
2. Job ads should be crafted to encourage more female applicants.
3. Interview processes should be reassessed to remove barriers that might disproportionately affect women.

Building career confidence

To me, career confidence means valuing your skillset, having a vision for your career, and backing yourself to chase your goals. Here are my tips for building confidence:

1. Unapologetically go for what you want.
2. Focus on your positives in interviews. Don't apologize for skills you might lack.
3. Reframe "sorry" to "thank you" when appropriate.
4. Accept compliments graciously without downplaying your achievements.

Remember, your background and experiences shape who you are. Embrace your unique perspective and bring it to your career. As someone who has navigated being Miss Australia while also being Muslim, I understand the power of breaking stereotypes and bringing your whole self to your work.

If you'd like to connect or learn more about our approach at Avanti Search, you can find me on LinkedIn or visit our website at AvantiSearch.com.au. Let's work together to create a more diverse, inclusive, and confident workforce!