{"id":24853,"date":"2025-04-08T10:00:00","date_gmt":"2025-04-08T08:00:00","guid":{"rendered":"https:\/\/www.tool4staffing.com\/?p=24853"},"modified":"2026-03-25T15:46:02","modified_gmt":"2026-03-25T14:46:02","slug":"recrutement-inclusif-7-bonnes-pratiques-a-adopter-sans-attendre","status":"publish","type":"post","link":"https:\/\/staging.tool4staffing.com\/?p=24853","title":{"rendered":"Recrutement inclusif : 7 bonnes pratiques \u00e0 adopter sans attendre"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"24853\" class=\"elementor elementor-24853\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-e4f2766 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"e4f2766\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-2a7db86\" data-id=\"2a7db86\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-5decac4 elementor-widget elementor-widget-text-editor\" data-id=\"5decac4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Adopter des processus de recrutement qui favorisent la diversit\u00e9 et l\u2019inclusion ? Sur le papier, on est tous d\u2019accord. Mais entre les annonces \u00e0 publier, les managers \u00e0 convaincre et les entretiens \u00e0 boucler\u2026 \u00e7a passe souvent \u00e0 la trappe.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Pourtant, certaines actions peuvent \u00eatre tr\u00e8s facilement mises en place. Et faire d\u00e9j\u00e0 une grosse diff\u00e9rence. Aujourd\u2019hui, on vous partage 7 ajustements concrets et vraiment simples \u00e0 activer, qui peuvent faire toute la diff\u00e9rence dans vos recrutements.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-c1aed23 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"c1aed23\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-5028599\" data-id=\"5028599\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-0c30258 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"0c30258\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-cad1b6b\" data-id=\"cad1b6b\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-5e211e6 elementor-toc--minimized-on-tablet elementor-widget elementor-widget-table-of-contents\" data-id=\"5e211e6\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;exclude_headings_by_selector&quot;:[],&quot;no_headings_message&quot;:&quot;Aucun titre n\\u2019a \\u00e9t\\u00e9 trouv\\u00e9 sur cette page.&quot;,&quot;headings_by_tags&quot;:[&quot;h2&quot;,&quot;h3&quot;,&quot;h4&quot;,&quot;h5&quot;,&quot;h6&quot;],&quot;marker_view&quot;:&quot;numbers&quot;,&quot;minimize_box&quot;:&quot;yes&quot;,&quot;minimized_on&quot;:&quot;tablet&quot;,&quot;hierarchical_view&quot;:&quot;yes&quot;,&quot;min_height&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:&quot;&quot;,&quot;sizes&quot;:[]},&quot;min_height_tablet&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:&quot;&quot;,&quot;sizes&quot;:[]},&quot;min_height_mobile&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:&quot;&quot;,&quot;sizes&quot;:[]}}\" data-widget_type=\"table-of-contents.default\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-toc__header\">\n\t\t\t\t\t\t<h4 class=\"elementor-toc__header-title\">\n\t\t\t\tSommaire\t\t\t<\/h4>\n\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-toc__toggle-button elementor-toc__toggle-button--expand\" role=\"button\" tabindex=\"0\" aria-controls=\"elementor-toc__5e211e6\" aria-expanded=\"true\" aria-label=\"Ouvrir la table des mati\u00e8res\"><svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-chevron-down\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M207.029 381.476L12.686 187.132c-9.373-9.373-9.373-24.569 0-33.941l22.667-22.667c9.357-9.357 24.522-9.375 33.901-.04L224 284.505l154.745-154.021c9.379-9.335 24.544-9.317 33.901.04l22.667 22.667c9.373 9.373 9.373 24.569 0 33.941L240.971 381.476c-9.373 9.372-24.569 9.372-33.942 0z\"><\/path><\/svg><\/div>\n\t\t\t\t<div class=\"elementor-toc__toggle-button elementor-toc__toggle-button--collapse\" role=\"button\" tabindex=\"0\" aria-controls=\"elementor-toc__5e211e6\" aria-expanded=\"true\" aria-label=\"Fermer la table des mati\u00e8res\"><svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-chevron-up\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M240.971 130.524l194.343 194.343c9.373 9.373 9.373 24.569 0 33.941l-22.667 22.667c-9.357 9.357-24.522 9.375-33.901.04L224 227.495 69.255 381.516c-9.379 9.335-24.544 9.317-33.901-.04l-22.667-22.667c-9.373-9.373-9.373-24.569 0-33.941L207.03 130.525c9.372-9.373 24.568-9.373 33.941-.001z\"><\/path><\/svg><\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<div id=\"elementor-toc__5e211e6\" class=\"elementor-toc__body\">\n\t\t\t<div class=\"elementor-toc__spinner-container\">\n\t\t\t\t<svg class=\"elementor-toc__spinner eicon-animation-spin e-font-icon-svg e-eicon-loading\" aria-hidden=\"true\" viewBox=\"0 0 1000 1000\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M500 975V858C696 858 858 696 858 500S696 142 500 142 142 304 142 500H25C25 237 238 25 500 25S975 237 975 500 763 975 500 975Z\"><\/path><\/svg>\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-172e6c5 elementor-widget elementor-widget-heading\" data-id=\"172e6c5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">1. Revoyez la r\u00e9daction de vos annonces<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a566dc8 elementor-widget__width-initial elementor-widget elementor-widget-text-editor\" data-id=\"a566dc8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Le choix des mots dans une offre d\u2019emploi a un impact direct sur qui postule\u2026 et qui ne postule pas. Certaines tournures, bien que classiques, peuvent restreindre inutilement le champ des candidatures. Par exemple, parler d\u2019un \u201cprofil jeune et dynamique\u201d peut d\u00e9courager les candidats plus \u00e2g\u00e9s. Exiger \u201cau moins 5 ans d\u2019exp\u00e9rience\u201d peut dissuader les personnes en reconversion, m\u00eame si leurs comp\u00e9tences sont pertinentes.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Autre point d\u2019attention : certaines expressions comme \u201cesprit de comp\u00e9tition\u201d, \u201cleadership naturel\u201d ou \u201cprofil ambitieux\u201d peuvent \u00eatre per\u00e7ues comme plus masculines et peuvent, inconsciemment, d\u00e9courager certaines femmes.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Bref, soyez pr\u00e9cis sur ce qui est r\u00e9ellement indispensable, et \u00e9vitez les formulations floues ou trop genr\u00e9es. Il existe des outils pour tester vos annonces (comme <a href=\"https:\/\/gender-decoder.katmatfield.com\/\">Gender Decoder<\/a>), mais d\u00e9j\u00e0, une relecture critique avec ce prisme peut vous aider \u00e0 les rendre plus accessibles.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a6d3425 elementor-widget elementor-widget-heading\" data-id=\"a6d3425\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">2. Diversifiez vos canaux de diffusion et de sourcing<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c8a0507 elementor-widget elementor-widget-text-editor\" data-id=\"c8a0507\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Vous \u00eates en qu\u00eate d\u2019un nouveau charg\u00e9 de marketing\u202f? Peut-\u00eatre avez-vous pour habitude de publier votre offre sur l\u2019intranet de deux ou trois \u00e9coles de commerce avant d\u2019attendre que les candidatures affluent\u202f? C\u2019est (malheureusement) une pratique encore tr\u00e8s courante, mais c\u2019est aussi la meilleure fa\u00e7on de passer \u00e0 c\u00f4t\u00e9 de profils vari\u00e9s.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Pour diversifier les profils, il faut d\u2019abord diversifier les points d\u2019entr\u00e9e. Alors n&rsquo;h\u00e9sitez pas \u00e0 \u201cmultiposter\u201d vos offres, en ciblant aussi bien des job boards g\u00e9n\u00e9ralistes que des plateformes plus sp\u00e9cialis\u00e9es. Pensez aussi aux associations locales, aux r\u00e9seaux d\u2019alumni alternatifs, ou \u00e0 des \u00e9coles moins \u00e9litistes mais tout aussi pertinentes selon les postes.<br \/><br \/><\/span><span style=\"font-weight: 400;\">Pour aller plus loin, et si le poste le permet, vous pouvez \u00e9galement \u00e9largir votre diffusion \u00e0 des plateformes comme <\/span><a href=\"https:\/\/www.missionhandicap.fr\/concepts-et-jobboards\">Mission Handicap<\/a><span style=\"font-weight: 400;\"> ou <\/span><a href=\"https:\/\/www.hello-handicap.fr\/home\">Hello Handicap<\/a><span style=\"font-weight: 400;\">. <\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<section class=\"elementor-section elementor-inner-section elementor-element elementor-element-4df62cb demo-block elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"4df62cb\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-inner-column elementor-element elementor-element-db49a3d\" data-id=\"db49a3d\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-cf4e2eb elementor-widget elementor-widget-text-editor\" data-id=\"cf4e2eb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><strong>Essayez-nous gratuitement<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b108db4 elementor-widget elementor-widget-button\" data-id=\"b108db4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/staging.tool4staffing.com\/demande-de-demo-tool4staffing\/\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Essayez gratuitement<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<div class=\"elementor-element elementor-element-a044d73 elementor-widget elementor-widget-heading\" data-id=\"a044d73\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">3. Testez l\u2019anonymisation des candidatures\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-472f13b elementor-widget elementor-widget-text-editor\" data-id=\"472f13b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">L\u2019anonymisation, c\u2019est l\u2019un des moyens les plus simples de limiter les biais\u2026 \u00e0 condition de l\u2019int\u00e9grer intelligemment dans vos process. Concr\u00e8tement, il ne s\u2019agit pas de supprimer toutes les infos tout le temps, mais plut\u00f4t de masquer certains \u00e9l\u00e9ments sensibles au bon moment, notamment lors de la phase de pr\u00e9s\u00e9lection..<br \/><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Comment faire concr\u00e8tement ? Deux possibilit\u00e9s :<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Automatiser l\u2019anonymisation<\/b><span style=\"font-weight: 400;\"> : de nombreux ATS (Applicant Tracking Systems) proposent de masquer automatiquement les informations sensibles d\u00e8s la r\u00e9ception de la candidature. Cette solution facilite le tri initial et limite le risque de biais inconscients.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>G\u00e9rer l\u2019anonymisation manuellement : <\/b><span style=\"font-weight: 400;\">si votre outil ne le permet pas, vous pouvez proc\u00e9der vous-m\u00eame \u00e0 un premier tri\u202f: supprimez ou masquez, avant tout examen d\u00e9taill\u00e9, tout \u00e9l\u00e9ment personnel non essentiel (nom, \u00e2ge, photo, adresse\u2026). Transmettez ensuite les profils ainsi anonymis\u00e9s au manager ou aux \u00e9quipes en charge des entretiens.<br \/><br \/><\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">C\u2019est simple \u00e0 tester, et souvent tr\u00e8s r\u00e9v\u00e9lateur.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a2919ca elementor-widget elementor-widget-heading\" data-id=\"a2919ca\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">4. Appuyez-vous sur une scorecard<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e919be8 elementor-widget elementor-widget-text-editor\" data-id=\"e919be8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Se fier \u00e0 son intuition pendant un entretien, c\u2019est tentant. C\u2019est m\u00eame humain. Mais quand il s\u2019agit de comparer plusieurs profils de mani\u00e8re juste, ce n\u2019est pas tr\u00e8s fiable. Heureusement, il existe une solution simple pour objectiver vos d\u00e9cisions : <a href=\"https:\/\/staging.tool4staffing.com\/blog\/la-scorecard-loutil-a-integrer-de-toute-urgence-a-ses-process-de-recrutement\/\">la scorecard<\/a>.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Le principe est basique, mais redoutablement efficace. Avant m\u00eame de rencontrer les candidats, vous listez les comp\u00e9tences cl\u00e9s attendues pour le poste, qu\u2019elles soient techniques, comportementales, ou li\u00e9es \u00e0 la culture d\u2019entreprise. Ensuite, vous notez chaque crit\u00e8re sur une \u00e9chelle claire, par exemple de 1 \u00e0 4, en vous appuyant sur des questions pr\u00e9par\u00e9es \u00e0 l\u2019avance.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">R\u00e9sultat : vous obtenez une \u00e9valuation plus homog\u00e8ne, plus facile \u00e0 partager avec les managers, et surtout, moins influenc\u00e9e par les biais ou les impressions de surface. Et bonne nouvelle : pas besoin d\u2019un outil complexe pour s\u2019y mettre. Un simple tableau Excel peut suffire \u00e0 tester la m\u00e9thode d\u00e8s votre prochain recrutement.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2a31ced elementor-widget elementor-widget-heading\" data-id=\"2a31ced\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">5. Variez les profils dans vos jurys d\u2019entretien<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f89de45 elementor-widget elementor-widget-text-editor\" data-id=\"f89de45\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Si toutes les personnes qui \u00e9valuent un candidat se ressemblent, leurs points de vue risquent fort\u2026 de se ressembler aussi.<br \/><br \/><\/span><span style=\"font-weight: 400;\">Impliquer au moins deux personnes aux profils diff\u00e9rents (genre, \u00e2ge, service, parcours) permet de multiplier les angles de lecture. Et de limiter l\u2019effet miroir, ce r\u00e9flexe bien connu qui nous pousse \u00e0 recruter des gens qui nous ressemblent. <\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<section class=\"elementor-section elementor-inner-section elementor-element elementor-element-ce8a69e demo-block elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"ce8a69e\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-inner-column elementor-element elementor-element-3b25b46\" data-id=\"3b25b46\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-4e460d7 elementor-widget elementor-widget-text-editor\" data-id=\"4e460d7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><strong>Essayez-nous gratuitement<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0981f8f elementor-widget elementor-widget-button\" data-id=\"0981f8f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/staging.tool4staffing.com\/demande-de-demo-tool4staffing\/\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Essayez gratuitement<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<div class=\"elementor-element elementor-element-a98550d elementor-widget elementor-widget-heading\" data-id=\"a98550d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">6. Sensibilisez vos \u00e9quipes aux biais<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-fa1a138 elementor-widget elementor-widget-text-editor\" data-id=\"fa1a138\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Organiser une session de sensibilisation d\u2019une heure pour les recruteurs et les managers de votre entreprise peut suffire \u00e0 \u00e9veiller les bons r\u00e9flexes. Pas besoin d\u2019un programme de formation ultra-complexe : il suffit parfois d\u2019expliquer ce qu\u2019est un biais, comment il fonctionne, et dans quelles situations il peut appara\u00eetre.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Pour ancrer les bons r\u00e9flexes, vous pouvez compl\u00e9ter avec un m\u00e9mo tr\u00e8s basique : les <\/span><a href=\"https:\/\/staging.tool4staffing.com\/blog\/recruteurs-le-top-10-des-sujets-a-ne-pas-aborder-en-entretien-dembauche\/\">questions interdites<\/a><span style=\"font-weight: 400;\">, les formulations \u00e0 \u00e9viter, les pi\u00e8ges classiques.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">C\u2019est rapide \u00e0 mettre en place, peu co\u00fbteux, et souvent assez bluffant en termes de prise de conscience.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9eb6f18 elementor-widget elementor-widget-heading\" data-id=\"9eb6f18\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">7. Demandez du feedback aux candidats<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bf6bf26 elementor-widget elementor-widget-text-editor\" data-id=\"bf6bf26\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Envoyer un court questionnaire apr\u00e8s le processus de recrutement est une bonne pratique pour \u00e9valuer l\u2019exp\u00e9rience candidat : clart\u00e9 du processus, d\u00e9lais de r\u00e9ponse, qualit\u00e9 des \u00e9changes\u2026 Mais c\u2019est aussi une excellente occasion d\u2019identifier d\u2019\u00e9ventuels points de friction li\u00e9s \u00e0 la diversit\u00e9 et l\u2019inclusion.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">En plus des questions classiques, vous pouvez en glisser une ou deux comme :<\/span><span style=\"font-weight: 400;\"><br \/><\/span><span style=\"font-weight: 400;\">&#8211; \u201cVous \u00eates-vous senti(e) \u00e9cout\u00e9(e) et respect\u00e9(e) tout au long du process ?\u201d<\/span><span style=\"font-weight: 400;\"><br \/><\/span><span style=\"font-weight: 400;\">&#8211; \u201cY a-t-il eu une question ou un moment qui vous a mis(e) mal \u00e0 l\u2019aise ?\u201d<\/span><span style=\"font-weight: 400;\"><br \/><\/span><span style=\"font-weight: 400;\">&#8211; \u201cLe poste vous a-t-il sembl\u00e9 ouvert \u00e0 diff\u00e9rents types de parcours ou de profils ?\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ces retours vous aideront \u00e0 affiner vos pratiques, parfois l\u00e0 o\u00f9 vous ne pensiez pas avoir de probl\u00e8me. C\u2019est simple \u00e0 mettre en place, et \u00e7a peut faire \u00e9merger des signaux faibles tr\u00e8s utiles.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Voil\u00e0 pour nos conseils concrets. Comme souvent, ce sont les petits ajustements qui font les grands changements !<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Si le sujet vous int\u00e9resse et que vous souhaitez aller plus loin, on vous invite \u00e0 visionner <strong><a href=\"https:\/\/app.livestorm.co\/tool4staffing\/recrutement-and-diversite-5-actions-simples-a-mettre-en-place?s=6c8d6115-502c-4e39-a881-84446cadde44\"><strong>le replay de notre webinar d\u00e9di\u00e9 au sujet \u201cRecrutement &amp; diversit\u00e9\u201d<\/strong><\/a><\/strong>. C\u2019est totalement gratuit, sans prise de t\u00eate, et plein de bonnes id\u00e9es !<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-16128a4 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"16128a4\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-5ef3030\" data-id=\"5ef3030\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Adopter des processus de recrutement qui favorisent la diversit\u00e9 et l\u2019inclusion ? Aujourd\u2019hui, on vous partage 7 ajustements concrets et vraiment simples \u00e0 activer, qui peuvent faire toute la diff\u00e9rence dans vos recrutements.<\/p>\n","protected":false},"author":40,"featured_media":24857,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[20],"tags":[],"class_list":["post-24853","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-carte-blanche"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Recrutement inclusif : 7 bonnes pratiques \u00e0 adopter sans attendre<\/title>\n<meta name=\"description\" content=\"Des processus qui favorisent la diversit\u00e9 et l\u2019inclusion ? 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