Diversity and inclusion are essential components of a thriving workplace, but the LGBTQ+ community continues to face discrimination and inequality in many workplaces. Despite significant progress in recent years, many LGBTQ+ employees still face challenges such as discrimination, harassment, and a lack of support, leading to high turnover rates.
 

72% of employees say they are more likely to accept a job at a company that’s supportive of LGBTQ+ employees, according to a study by the Center of Talent Innovation. So to create a workplace that is welcoming and inclusive for LGBTQ+ employees, companies need to take concrete steps to support and retain these employees.

1. Implement Anti-Discrimination Policies
   According to a survey by the Human Rights Campaign, 46% of LGBTQ+ employees reported feeling "closeted" at work, and 31% reported experiencing some form of workplace harassment. Implementing anti-discrimination policies that protect all employees, regardless of their sexual orientation or gender identity, is the first step to creating a more inclusive workplace.

2. Offer Diversity and Inclusion Training
   Offering diversity and inclusion training for all employees is a critical component of creating an inclusive workplace. This training should cover topics such as the importance of creating an inclusive workplace, and how to be an ally to the LGBTQ+ community.

3. Use Inclusive Language
   Using inclusive language is a simple yet powerful way to create a more inclusive workplace. For example, instead of saying "ladies and gentlemen," use "folks'' or "everyone." A study by Out & Equal found that using gender-inclusive language can help to create a more welcoming environment for LGBTQ+ employees.

4. Celebrate LGBTQ+ Events and Holidays
   Recognising and celebrating LGBTQ+ events and holidays, such as Pride Month, Transgender Day of Visibility, and National Coming Out Day, is another way to show support for the LGBTQ+ community and make LGBTQ+ employees feel valued and included.

5. Address Discrimination and Harassment
   Addressing any instances of discrimination or harassment that occur in the workplace is critical to creating a safe and welcoming environment for all employees. Companies must take complaints seriously, investigate them thoroughly, and take appropriate action to address the issue.
    

In conclusion, creating an inclusive workplace for LGBTQ+ employees requires a concerted effort from companies. By implementing the above tips companies can create a welcoming environment for all employees, regardless of their sexual orientation or gender identity.
 

If you’d like to find out more and want further advice on retaining top talent, email us at info@morganhunt.com

In a recent study by background screening and identity services firm Sterling, 71% of jobseekers said that they had either dropped out or considered dropping out of their most recent recruitment experience. The top three reasons cited for this were: 

• The process was taking too long
• It was too complicated
• There were too many touchpoints (all the interactions candidates have with the employer during the recruitment process)

Hiring new employees is a crucial process for any organisation, as it can have a significant impact on the success and growth of the company. However, many organisations are struggling with lengthy and complex hiring processes that can be detrimental to both the company and the job applicants.
 

What are the impacts?
 

Discourage Talented Candidates
The main impact of a lengthy and complex hiring process is that it can discourage talented candidates from applying for the position. A study by Glassdoor found that the average interview process in the United Kingdom is 27.5 days long, and many applicants are turned off by the idea of spending so much time on a single application. If the hiring process is overly complex and includes multiple rounds of interviews and assessments, it can be off-putting to candidates who are already employed and may not have the time or energy to invest in such a long process.
 

Lower Quality of Candidates
Another impact of a lengthy and complex hiring process is that it can lead to a lower quality of hires. When the hiring process is overly long and complex, it can be difficult for the hiring manager or recruitment consultant to make an informed decision about the candidate. This can result in the hiring of candidates who are not a good fit for the company or the position, which can lead to poor performance and high turnover rates. In addition, when the hiring process takes a long time, it can slow down the hiring of new employees and prevent the company from filling open positions in a timely manner. This can lead to decreased productivity and a loss of revenue for the company.
 

Negative Reputation
A lengthy and complex hiring process can also have a negative impact on the company’s reputation. When job applicants have a bad experience with the hiring process, they are more likely to share their experience with others or online e.g. GlassDoor, which can damage the company’s reputation and discourage other qualified candidates from applying for future positions - 50% of candidates say they wouldn't work for a company with a bad reputation - even for a pay increase.

Increased Cost
A lengthy and complex hiring process can also be costly for the company. The process may require additional resources such as background check services. It can also lead to a high number of candidates dropping out of the process, which will require additional recruitment efforts and costs.
 

So, what can organisations do to improve
their hiring process? 

Streamline the Process
One solution is to streamline the process by reducing the number of rounds of interviews and assessments. This can make the process quicker and less overwhelming for candidates. Additionally, organisations can also use technology to automate certain aspects of the hiring process, such as pre-screening candidates through online assessments. This can help organisations to quickly identify the most qualified candidates and avoid wasting time on candidates who do not meet the necessary qualifications.

Use a Recruitment Agency
Recruitment agencies specialise in finding the right candidates for a particular job, and they can help streamline the hiring process by identifying and pre-screening qualified candidates. They can also help businesses find candidates that they might not have found otherwise, and they can help ensure that the best candidates are matched with the right job opportunities.

85 percent of HR decision-makers admit their organisation has made a bad hire, recruitment agencies can bring a lot of expertise to the table. They know what the industry standards are, what are the best practices, and they can help you with the legal and compliance side of hiring. They have a wealth of knowledge on what works and what doesn't in recruitment and can help you avoid costly mistakes.

Furthermore, recruitment agencies can help reduce the time and resources required to find the right candidates. They can also help reduce the costs associated with hiring mistakes - a poor hire at mid-manager level with a salary of £42,000 can cost a business more than £132,000. By using a recruitment agency, businesses can focus on what they do best, while leaving the hiring process to the experts.

In conclusion, lengthy and complex hiring processes can have a significant impact on a company, including loss of qualified candidates, time and resources required to find the right candidates, and costly mistakes. Using a recruitment agency can help alleviate these impacts by streamlining the hiring process, identifying and pre-screening qualified candidates, and providing expertise to ensure the best candidates are matched with the right job opportunities. Contact us today for your recruitment needs at info@morganhunt.com

There has recently been a significant rise in jobs scams, with fraudsters often impersonating recruitment companies or consultants.

Whilst job scams are becoming increasingly sophisticated, the best way to help prevent yourself from becoming a victim of a job scam is to educate yourself on things to look out for during your job search. We have set out warning signs to help you spot a potential job scam.
 

Warning signs when being contacted

Below is a list of warning signs that could indicate you have been contacted by scammer posing as a recruitment consultant:

A purported Morgan Hunt consultant requesting you to: 

• Provide personal financial details.
• Pay money for an “administration fee”, “security fee” or an “accreditation fee”. Morgan Hunt will never ask you to pay any type of fee, transfer cash or provide credit card information.
• Click unsolicited links or attachments.

Online contact from a purported recruitment consultant with:

• Communications from social media platforms, such as WhatsApp
• A lack of activity, information, or contact details on their profile.
• A suspicious profile picture.
• Poor spelling or grammar in communications.
• Communications of any sort guaranteeing employment or income.
• The job description is vague or poorly written
• Communications from generic addresses such as Gmail or Hotmail accounts. All email communications will be sent from official Morgan Hunt email addresses, such as consultant.name@morganhunt.com  

Warning sites for webpages

There has also been a rise in cases of fraudsters cloning the sites of legitimate recruitment consultancies in an attempt to steal money and/or the personal details of job seekers and hiring managers. 

To check the legitimacy of a site, we could encourage you to verify the SSL certificate. In most browsers this can be done by clicking the padlock on the far left of the URL. If it doesn’t have one, this could be a sign of a scam website.
 

What to do if you suspect a job scam using the Morgan Hunt name or logo

If you are unsure if a Morgan Hunt advertisement or communication is legitimate and/or you have been requested to attend an in person meeting, please contact your local Morgan Hunt branch or email info@morganhunt.com who will assist you as far as possible to verify the information you have received.

Morgan Hunt email addresses take the format of name.surname@morganhunt.com.If you are contacted by someone whose email address varies from this format, please do not respond.
 

What to do if you think you are the victim of a job scam

Take a screen grab or note of the fraudster’s details and report them to Action Fraud (see Resources below)

If you have given them any money, contact your bank immediately and let them know.

Warn the operators of the website/social media site through which you were contacted and let them know that their site is being used by fraudsters.
 

Report it

For more information on recruitment scams and how to report them, check out these dedicated pages:

• National Crime Agency – Fraud https://www.nationalcrimeagency.gov.uk/what-we-do/crime-threats/fraud-and-economic-crime 
• Action Fraud (National Reporting Centre for Fraud and Cybercrime) https://www.actionfraud.police.uk/a-z-of-fraud/recruitment-scams 
• Jobs Aware (SAFERJobs) https://www.jobsaware.co.uk/

To let Morgan Hunt know about a potential scam using our name, please get in touch with your local office here. See here for more information if required regarding the Morgan Hunt Privacy Policy.