Inclusive Hiring Practices
These days, organizations are finding it increasingly difficult to recruit, hire and retain employees. The pandemic has shifted the goalposts for millions of people, if not relocated them to entirely new playing fields (sorry to stretch the metaphors).
That’s why we’re getting a lot of calls from companies looking for help. In response, we’ve launched a new Workshop via Zoom. In Inclusive Hiring Practices, we look at how bias creeps into various aspects of the recruiting, screening, interviewing and selection processes.
We use examples and activities to explore the role that unconscious bias plays in the hiring process and then we offer strategies for how to disrupt it. Why focus on unconscious bias? Because it is the unintentional expression of bias, both verbal and non-verbal, at any stage of your hiring process that can cause you to overlook or discount a candidate who might be your next rockstar.
Inclusion is the key. Research has shown that companies that have more diversity are more successful. When you measure inclusivity, the productivity is even higher. Employees are looking to be part of an organization in which they feel like they belong. This is why it’s critical now to take a long hard look at your hiring process.
Inclusivity supports your brand. Building a base for hiring diverse candidates is the first step towards building an inclusive work environment, one where employees feel they belong and are thus inspired to bring discretionary effort and innovative ideas to the table.
In each Inclusive Hiring Practices Workshop, we identity the stages of the hiring process as: Job description, Job Posting, Candidate Sourcing/Screening, Interviewing and Selection. Bias can creep into all of these components of the applicant screening process. We use illustrations, videos and other activities to help people consider where they may be acting based on a bias and if so, how to interrupt and disrupt the bias so that they can source and advance the best candidates.
A recent article from the Harvard Business School echoes our interest in inclusive practices. “6 BEST PRACTICES TO CREATING INCLUSIVE AND EQUITABLE INTERVIEW PROCESSES” lists these important topics: Start with Job Descriptions, Counter the “Just Like Me” Bias, Create Inclusive Video Interviews, Standardize the Interview, Select Your Questions Purposefully, and Utilize Work Samples.
“Adjusting your interview process to ensure equity and inclusion makes hiring, and your organization as a whole, more effective. Take the time upfront to utilize these best practices and they will soon become the new normal and serve as an important signal to future employees about what they can expect from a career with your organization.
- Craft inclusive job descriptions that welcome in candidates
- Educate interviewers on the benefits of diverse teams to counter “just like me” bias
- Level the playing field during video interviews
- Use the same set of questions for all candidates
- Select questions that focus on capabilities
- Use work samples to assess skills equitably”
I suggest you read the entire article here.
The good news is that there are tactics you and your hiring managers can adopt to improve your hiring process. Book a Discovery Meeting to learn how our Inclusive Hiring Practices Workshop via Zoom can help you and your hiring managers get on board to counter and disrupt any biases that may be influencing their judgment, your organization’s strategies for hiring, and your ability to recruit, hire and retain the best talent.
More From Our Blog…
The Colorblindness Trap
Read. This. Article. It's important. The Color Blindness Trap: How a civil rights ideal got hijacked Nikole Hannah-Jones is a domestic correspondent for The New York Times Magazine focusing on racial injustice. Her extensive reporting in both print and radio has...
The Unbearable Lightness of the “I’m Sorry if You Were Offended” Apology
Have you ever come across that non-apology apology? You know, the one that goes, "I’m sorry if you were offended," or its close cousin, "I’m sorry that you…" These non-apologies aren't just weak; they can actually inflict more harm and exacerbate hurt feelings. They...
The Power of Diversity: McKinsey’s Latest Report Reinforces the Business Case for Inclusive Leadership
In an era where corporate social responsibility is no longer just a buzzword but a fundamental aspect of successful business strategies, McKinsey's latest report, "Diversity Matters Even More: The Case for Holistic Impact," underscores the undeniable link...
“Laying Low” Is the Wrong DEI Strategy
“The ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy.”- Martin Luther King, Jr. In an era marred by politicized attacks on diversity, equity and inclusion (DEI), Shaun...
The Evolution of DEI: A Turning Point for Positive Transformation
“Human progress is neither automatic nor inevitable... Every step toward the goal of justice requires sacrifice, suffering and struggle; the tireless exertions and passionate concern of dedicated individuals.”- The Reverend Dr. Martin Luther King As you scroll through...
Elon Musk’s Unfounded and Dangerous Attack on DEI Initiatives
In his recent social media post on X, Elon Musk didn't mince words when he lambasted diversity, equity and inclusion (DEI) initiatives as "propaganda words for racism, sexism, and other -isms." We get his schtick, the whole provocateur thing. After all, that behavior...