APRIL 2024HR TECH OUTLOOK EUROPE9happening in both the job market and their own industry are tapping into it seeking the best of the best, a win-win for both candidates and employers.Diversity and inclusion have emerged as a priority for organizations and, while they have been part of the hiring and business world for years, there are still lots of companies yet to act on it.The global events that emerged lately made it actual than ever before, showing we need to make a bigger effort to see real change. Companies must play a more active role, being intentional on their approach to ensure diversity, equity and inclusion are at the core of their organizations' culture. Stating an intent to be an equitable and inclusive environment is not the same as making sure to follow through this intent.With a committed executive team, a strong management advocating and reinforcing the diversity agenda, coupled with ongoing awareness raised in the organization, companies can start making a huge difference in moving from intent to action, improving equality and diversity in their workplace. Recruitment execution has a big role to play in this space being in a key role that allows them shifting the needle on hiring intake composition. Diversity, equality, and inclusion need to be translated in every aspect of the screening and selection process, starting with gender neutral job descriptions, the make of the panel lists in the interview process, the onboarding content and so on.Technology is there to enable it through a good and optimized design, but it cannot remove unconscious biases nor replace the human interaction. Recruitment is and will remain a human-to-human approach, always reinventing itself by tapping into technology advancements to organize and streamline the company's hiring efforts. Recruitment is and will remain a human-to-human approach, always reinventing itself by tapping into technology advancements to organize and streamline the company's hiring efforts
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