The number of global refugees, asylum seekers, and others in need of international protection surpassed 50.3 million people at the end of 2023, according to the U.N. Refugee Agency. This significant figure indicates a large, often overlooked talent pool that organizations can consider in their hiring efforts.
Managers who have never recruited from refugees often undervalue their benefits and hold misconceptions about their capabilities. This lack of understanding hinders organizations from accessing diverse talent that can bring unique skills and perspectives.
To effectively recruit refugees, companies should scrutinize their hiring criteria, be proactive in their outreach, re-evaluate selection processes, and consider external support. Collaboration with industry peers can also enhance recruitment strategies to include this vital talent pool.
Inclusive recruitment should extend beyond traditional methods. Companies must think creatively and proactively, addressing biases and barriers to tap into the non-traditional talent pool of refugees, ensuring a broader representation of skills and backgrounds.
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