Lauren Pfleghar on What RX Global Are Looking for When Recruiting Graduates

myGwork spoke to Lauren Pfleghar, Talent Acquisition Consultant at RX Global to discuss their graduate hiring process, what they're looking for and why diversity and inclusion are so crucial throughout this process.

Hi Lauren, thanks for chatting to us! Can you tell us a bit about what you're looking for when recruiting graduates?

A positive attitude and coachability. New graduates are expected to be less experienced, so having characteristics that show growth and learning potential is key. Involvement in activities outside of their academic coursework as well as internships or volunteer work, is helpful. It's also great if you can show dependability, a good work ethic and positivity!

Are there any specific recruitment processes you follow or is it different every time depending on the graduate?

The recruitment process may vary depending on the role, but the interviewing and hiring process is the same for all individuals applying for the same role.

How important are diversity and inclusion when you're recruiting a new professional?

Diversity and inclusion are a key drivers in the recruitment process. RX has clearly stated goals for diversifying the workforce and is actively seeking to create more opportunities for diverse candidates to join the organization and develop into future leaders.

How do you ensure you receive diverse graduate candidates?

It’s difficult to ensure you’re receiving diverse candidates from the LGBTQ+ community and others, as not everyone chooses to identify themselves during the recruitment process or even after they’ve been hired. To encourage engagement and applications from diverse candidates, we reach out to organizations that represent diverse candidates and promote employment opportunities like myGwork. We also encourage members of our ERGs to promote our jobs to their network.

Do you use any tool to make sure your job advertisements are inclusive?

We have a tool called Rolemapper that we use to ensure our job advertisements are free of bias and inclusive. It eliminates biased language and requirements that are not truly necessary and could be a barrier to employment for diverse candidates.

Would you encourage applicants to come out during the interview?

It is up to the candidate if they feel they would like to share that information. If they do, it can promote conversation about what resources and support are available to them within the organization, and this could be beneficial to the candidate. If they choose not to disclose it at that time, that’s perfectly fine as well.

Do you share information about your ERG's in the interview stage?

As a practice, I ask all candidates if they’ve had experience with ERGs and diversity initiatives in their present or former employment. It facilitates a discussion where I describe to them each of the ERGs we have and the time back employees are given to participate during work hours.

What changes have you seen at RX when it comes to diversity and inclusion over the past 5 years?

RX has made great strides in the programs they’ve created to promote diversity in the workplace. RX has created an environment where employees feel valued for their differences and are free to be their authentic selves.

For new LGBTQ+ professionals, is their involvement in the LGBTQ+ network of their university important to you? It’s great if they were involved. It’s a good predictor that they would be an active member of our Pride organization, but if they didn’t choose to be involved, they wouldn’t be judged for that either. It’s a personal choice and each individual journey toward self-expression is different and respected.

Do you introduce your new LGBTQ+ graduates to your HR team and ERGs?

If they identify themselves as an LGBTQ+ employee, they would be introduced to the resources and organizations that could support them. Not all identify upon hire, though. If they do, this could be a big benefit to them and may help with retention through feeling accepted, included and valued for who they are is probably equal in importance to satisfaction with the job that you do.

For LGBTQ+ professionals, what do you think your organisation's advantages are (same-sex relocation packages, financial support of employees transitioning, et.)

Health insurance benefits are provided for LGBTQ+ partners and families. Financial support for transitioning would be part of their health insurance program which may vary with the carrier.

Do you believe that being part of a network will help new professionals integrate within the organisation?

I do feel it is important as employees who feel connected and like a part of the community are more likely to feel valued and satisfied with their job. Also, helping to build an inclusive culture and welcoming others can be very rewarding. Employees who have a sense of belonging are more likely to stay and grow with the organization and have an overall sense of satisfaction.