Three Steps to a More Diverse Hiring Process

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Having a diverse workforce provides a number of benefits, leading many companies to make diversity in hiring one of their top priorities. However, figuring out how to attract a more diverse group of candidates can be challenging, and ensuring your hiring process doesn’t harm your goals adds another layer of complexity.

Luckily, there are things you can do to increase your diversity in hiring, and many of them are fairly simple to implement. If you are ready to reach your goals, here are three steps you can take to improve.

1. Adjust Your Approach to Recruitment

How you word a job posting and where you post it can impact the diversity of your talent pool. Certain language in a vacancy announcement may incidentally discourage minorities from applying; some phrases could even be deemed offensive.

For example, if you refer to the ideal candidate as “he” or “him” in the ad, women may assume they aren’t welcome. Similarly, terms like “ninja” and “guru” aren’t culturally sensitive and may lead some minorities to bypass your opportunity.

Additionally, if you continually post your vacant job on the same sites and aren’t seeing a diverse talent pool, you may need to branch out. Look for alternative job boards, connect with organizations that help minorities thrive, and increase your presence on social media. You may find that your diversity goals are easier to meet once your number of available candidates from different backgrounds increases.

2. Use Blind Resume Screening

Bias, even when it’s unconscious, may cause minorities to be removed from contention before they are given a fair chance to land the position. To decrease the odds of this happening, make all resume screenings blind.

Either use software or have someone other than the hiring manager redact any details about a candidate that may reveal their gender, ethnicity or similar demographic information. This can include names, addresses, schools or anything else that could allude to the candidate’s background.

Then, have the hiring manager look at the applications and determine which applicants show the most promise. Once the hiring manager has created a shortlist, the contact information can be revealed for the purpose of scheduling interviews.

3. Use Diverse Interview Panels

Another method for combating conscious and unconscious bias is through the use of diverse interview panels. By including managers from a variety of backgrounds, it is unlikely that one manager’s preference will impact the final decision in a meaningful way as there is a form of checks and balances in place.

Additionally, it may make diverse candidates more comfortable as they will see a variety of professionals during the process. This may help them remain at ease, increasing the odds they will be at their best while they are interviewing.

By using the tips above, you can create a more diverse hiring process. If you’d like to learn more about how you can achieve your diversity goals, the team at VB can help. Contact us to speak with one of our knowledgeable team members today and see how our diversity hiring expertise can benefit you.

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