Quick insights from our Founder, Pamela McElvane’s book, The Skiny on Diversity Recruitment. The thoughts shared here are gleaned from 15+ years of Diversity Benchmarking, executive discussions, and strategy development.
- Identify interview panelists in collaboration with Human Resources and Business Unit leaders.
- Provide an interview guide with standardized job-related and corporate value-related questions, along with guidelines and tips for follow-up questions.
- Provide conscious and unconscious bias training to reduce rater bias e.g., intonations, ratings, perceptions, etc.
- Monitor the selection rate for adverse impact and the possibility of affinity or ingroup bias.
- Implement accountability for diverse hiring at all levels with alignment among function and human resource.
- Establish formal diversity recruiting trainings for recruiters that include multiple levels of understanding of systemic bias and unconscious bias as recruiters.
- Leverage Employee Resource Groups/Networks to support referral-based hiring as well as participate as part of the hiring review team.
- Implement systems to eliminate discrimination in the job posting and resume screening processes.
- Establish reward and recognition systems for teams that are creative and innovative in developing processes to reduce bias in hiring.
- Establish a zero-tolerance policy that eliminates bias and discrimination in the talent acquisition process when identified.
