Linda takes care of clients such as Planet A, LichtBlick, Calligraphy Cut, Tierarzt Plus Partner, and Codept. One of her passions is recruiting: She loves connecting with people, and quickly understands what clients and candidates are looking for.
"However, one of the main challenges companies are facing these days is wanting to hire a more diverse workforce without exactly knowing how to do that", says Linda.
That is why Linda, together with her clients, develops a clear definition of what diversity means for them, identifies the necessary requirements and discusses expectations in order to create a distinct and individual hiring strategy before she starts integrating diversity into the recruiting process.
· Review your job descriptions: Make sure your job descriptions are inclusive and avoid using language that may discourage certain groups of people from applying. For example, consider removing gendered language or qualifications that more apply to certain candidate groups.
· Expand your recruitment sources: To reach a more diverse pool of candidates, consider partnering with organisations and job boards that cater underrepresented groups.
· Use blind hiring techniques: Blind hiring can help eliminate bias during the hiring process by removing identifying information such as name, gender, and ethnicity from resumes or applications.
· Train your hiring team: Provide training to your hiring team on unconscious bias, diversity and inclusion, and cultural competence. This will help them to better understand and recognise the value of a diverse workforce.
· Create an inclusive interview process: During the interview process, ask questions that are relevant to the job, and avoid questions that may be discriminatory or irrelevant to the job
· Set diversity goals and track progress: Set measurable diversity goals for your company and regularly track and report progress toward those goals.
· Foster an inclusive workplace culture: Encourage diversity and inclusivity within your company by supporting employee resource groups, promoting open communication and transparency, and providing on going diversity training for all employees. To develop and keep a company culture without bias and discrimination, employ an external professional or hire a diversity manager, as this process requires a lot of attention and expertise.
“Overall, it's important to approach diversity and inclusion in hiring as an ongoing process, rather than a one-time initiative”, says Linda. “By taking these steps, you can create a more inclusive workplace culture and attract a wider range of talent.”
In the end, Linda is always happy to find the “perfect” candidate for her clients under the umbrella of diversity. It is a business opportunity for both sides.
“I am convinced that this is where the key to success lies.”
Linda lives in Berlin, and is interested in veganism, travel, languages, and LGBTQIA+ rights. She is very empathic, positive thinking, and stress resistant. In addition, she strongly believes that anything you can think of, you can also do. And: Working with different clients makes her day exciting. For her, the diverse growth opportunities are countless.