7 03, 2023

What is Diversity, Equity and Inclusion (DE&I) and why it matters

March 7th, 2023|Categories: Articles, |Tags: , , , |

  Diversity, equity, and inclusion or DEI, is any practice that ensures candidates and employees from different backgrounds feel included and have opportunities to develop their careers in an organisation. DEI has become a core value of many organisations that work towards an inclusive workforce. But what does it mean to be diverse, fair, and inclusive in a professional setting? How can you tell if a company is really implementing DEI as part of its values or simply checking off a box?   Keep reading to learn the what, how, and why of DEI.  Understanding the terminology  What do diversity, equity, and inclusion mean? It might be easy to understand the general concept, but it can be challenging to understand what DEI looks like when successfully implemented.   Diversity   Diversity simply means the presence of many different things, people, or opinions. In the workplace, that usually refers to a variety of people’s age, socio-economic status, gender identity, ethnicity, race, etc.   Diversity occurs when companies make a conscious effort to practice unbiased hiring (read our blog) or if they prioritize finding candidates and leaders that will bring different perspectives /voices to the table. Other signs of diversity include companies that partner with under-represented groups.   Do you want to experience the hiring process with an unbiased assessment? Click here to view Smelt’s opportunities in the Life Sciences & Healthcare – we utilize unbiased assessments (created by Equalture) during the recruitment process to ensure a fair hire.  Equalture is a game-based assessment introduced at the beginning of the hiring process to see the true potential of your candidates. Based on science, not bias. Equalture’s games are non-trainable, non-manipulable, free from biases and very enjoyable, which ensures equal treatment

16 01, 2023

What is a bias-free hiring?

January 16th, 2023|Categories: , Talent Sourcing|

We all have biases. Some are conscious, and some operate on the unconscious level. But what happens when our beliefs (even those we are unaware of) interfere in a hiring process? Bias-free recruitmentensures that all candidates are assessed similarly and based on the same criteria. This practice will consider their qualities, education and skills rather than their appearance or background. 𝐖𝐡𝐚𝐭 𝐚𝐫𝐞 𝐭𝐡𝐞 𝐚𝐝𝐯𝐚𝐧𝐭𝐚𝐠𝐞𝐬 𝐨𝐟 𝐚 bias-free hiring 𝐩𝐫𝐨𝐜𝐞𝐬𝐬? 1️⃣️️️ It helps to create a diverse team or talent pool, including specific groups with various backgrounds. 2️⃣ Bias-free recruitment will rely on questions and analysis that prioritize the requirements and work experience asked for a job position. 𝐇𝐨𝐰 𝐭𝐨 𝐡𝐢𝐫𝐞 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐛𝐢𝐚𝐬 👩‍🎓 Educate your team about biases and how to avoid them. 👍 Design standard interviews. 💖 Consider hiring an experienced and bias-free partner as Smelt, that will ensure an ethical hiring process based on evidence. 📑 Write inclusive job descriptions. 👩‍💻 Make data-driven decisions. Equalture: a game-based assessment  To ensure a bias-free hiring process, Smelt uses Equalture. Equalture is a game-based assessment, introduced at the beginning of the hiring process to see the true potential of your candidates. Based on science, not bias. Equalture’s games are non-trainable, non-manipulable, free from biases and very enjoyable, which ensures equal treatment of all candidates. 𝐃𝐨 𝐲𝐨𝐮 𝐧𝐞𝐞𝐝 𝐡𝐞𝐥𝐩 𝐡𝐢𝐫𝐢𝐧𝐠 𝐥𝐢𝐟𝐞 𝐬𝐜𝐢𝐞𝐧𝐜𝐞𝐬 𝐚𝐧𝐝 𝐡𝐞𝐚𝐥𝐭𝐡𝐜𝐚𝐫𝐞 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥𝐬? Contact Smelt to understand what we can do for your organisation! 📞035 543 00 21 💻 https://www.smelt.nl/en/ #hiring #biases #recruitment

10 01, 2023

Is your organisation prepared to attract and maintain talent in 2023?

January 10th, 2023|Categories: , Talent Sourcing|

According to a Forbes report, recruitment and retention activities will take centre stage as workers continue to have leverage in a tight job market. This can affect industries such as life sciences and healthcare. Is your organisation prepared to attract and maintain talent in 2023? Connecting with our exclusive network of candidates and experts, Smelt quickly presents precisely the people you need to complete your team and organisation. Discover our workforce solutions for life sciences and healthcare: https://bit.ly/3vFJ1ID 📰 Source: https://bit.ly/3vLvmzz

27 06, 2022

Transagressive behaviour in the workplace

June 27th, 2022|Categories: |

Cross-border behaviour has been a hot topic lately. What exactly should be understood as transgressive behaviour remains a difficult question. Where exactly does that boundary lie? Is `you look good today` a sincere compliment or is there a different meaning? There is no clear-cut definition for the concept, also - or perhaps precisely - because subjective elements seem to be involved alongside objective factors. So, what is a compliment for one person, can cause a very unpleasant feeling for another. Smelt wants to draw extra attention to the payrollers, employees on secondment and independent interim professionals. To what extent do they feel safe to discuss transgressive behaviour and their experiences? Because this group is extra vulnerable since there is no permanent employment, it is essential to make this subject open for discussion and remove any uncertainty about it. As of today, a new protocol has entered the Smelt workforce and we have also thoroughly reviewed the processes. Our confidants Iris Calmes (The Netherlands) and Ellen Meeusen (Belgium) raise the topic "I feel safe as a flexible worker with the client" in all interim evaluations. If you have experiences that you would like to share with us, or advice that we could benefit from, please do not hesitate to share them with us and contact our colleague Iris Calmes. Do you want to read more about the topic of cross-border behaviour in the workplace and how to prevent it: Grensoverschrijdend gedrag op de werkvloer - Slachtofferhulp Nederland

13 12, 2021

Maak kennis met de talent pools van Smelt

December 13th, 2021|Categories: |

Als marktleider binnen recruitment in Life Sciences zien wij als eerste de grote bewegingen in de recruitmentmarkt. De vraag naar talent met ervaring én netwerk binnen een indicatiegebied is (te) groot. Houdt uw organisatie vast aan ervaring én netwerk binnen het vak-en indicatiegebied, vraag uzelf dan af wat uw organisatie de potentiële nieuwe werknemer gaat bieden, waardoor de gedroomde kandidaat zijn huidige, net zo leuke positie gaat inwisselen voor een nieuw avontuur. Dat ene supertalent binnenhalen is maatwerk en kost tijd en moeite. Met behulp van een talent pipeline kunt u ruim voordat een vacature ontstaat een relatie aangaan met de toekomstige werknemer en verkennen waar deze binnen uw organisatie van toegevoegde waarde kan zijn. Smelt biedt deze service aan, passend bij de huidige marktontwikkelingen. Door het creëren van een candidate pipeline bieden wij de mogelijkheid van het aanleggen van talent pools, specifiek voor uw organisatie (per functiecategorie). Deze pijplijn van talent versnelt het aantrekken van nieuwe medewerkers op het moment dat de positie vacant is. Ervaart u momenteel ook een tekort aan kandidaten met veel gevraagde profielen of dat het lastig is om de juiste talenten in de markt te bereiken, dan kan het creëren van talent pools voor uw organisatie uitkomst bieden. Graag leggen wij in een persoonlijk gesprek de werking en de voordelen uit. Download onepager