How can you make your client's hiring process more diverse and inclusive?

Some ways I recommend enhancing diversity are: Leveraging blind resumes removes unconscious bias from initial screening. This expands the talent pool beyond only Ivy League candidates. Marketing open positions beyond top-tier schools increases applicant diversity. Targeting qualified candidates from HSBCs and state schools taps non-traditional talent pipelines. Involving diverse hiring managers ensures interview panels reflect company diversity. This provides varied perspectives when evaluating candidates. Communicating the business advantages of diversity - like improved decision-making and financial returns - builds buy-in across the organization. Clients will see how inclusive hiring practices directly impact their bottom line.

Assess the organizations sourcing methods to identify the gaps that exist in established talent pools. Evaluate demographics of applicants across occupations and onboards factoring in diversity across as many factors as possible (e.g., gender, race, disability, education, etc.).Leverage the data gathered to identify gaps, and then conduct research to identify formal (professional organizations, advocacy groups, etc.) and informal sources (professionals, informal networks, LinkedIn) for diverse candidates. At times diversity gaps are inherent to industry, so intentional action is required.

After analyzing current situation - if it needs attention, then a few things can be done. - Select a panel who are known to advocate for diversity and inclusivity - Scrub the names and directly scan the experience section of the resume - Check how the current team dynamics are - Check if there are any specific requirements on the job related to gender. - Bring in 2 panel atleast for interviews to have a fair process of hiring wrt to inclusion and diversity.

In my professional journey, I've learned that enhancing diversity and inclusivity in hiring begins with addressing unconscious biases at the interview stage. Providing comprehensive training to interviewers on recognizing and mitigating these biases can be transformative. It's about equipping the team with the skills to discern and appreciate the unique value each candidate brings, beyond the surface. Such training not only broadens the horizons of those involved in the hiring process but also helps in sculpting a workforce that reflects the diverse world we serve. When interviewers are mindful of their biases, they're more likely to champion diversity genuinely, leading to a richer, more inclusive company culture.

procеss rеdеsign, compеlling mеtrics, and cultural changеs arе thе kеys. > providе divеrsity training for hiring managеrs to еliminatе bias and еnsurе еquity > makе job dеscriptions morе skill-oriеntеd by еliminating biasеd languagе > promotе divеrsity in intеrviеw panеls and candidatе pools > using rеsеarch and bеnchmarking data, dеmonstratе divеrsity's businеss bеnеfits > dеvеlop minority talеnt intеrnally by offеring mеntoring and intеrnship pipеlinеs > offеr broadеr, skills-basеd job rеquirеmеnts rathеr than rigid rеquirеmеnts that disadvantagе cеrtain groups > includе divеrsity in lеadеrship rеsponsibilitiеs and critеria

Instead of thinking of diverse pool as an outcome, you can consider adding diverse pool as an input to the process - have diverse set of people form panel to ensure we do the basics right.

In designing the hiring process: We can look into the very basic things like what type of employees do we need to meet the specific job requirements. Can it be tweaked a bit to make it diverse?

After implementing the hiring process, assist your client in assessing its effectiveness and impact. Collect and analyze data and feedback on hiring processes and outcomes. Compare results with baselines and objectives, using techniques like dashboards, reports, surveys, interviews, and focus groups. Identify successes and learn from failures to enhance diversity and inclusion performance.Yet, dare to question: Are we overly fixated on processes, neglecting the humans behind the numbers? View failures as learning opportunities, not just errors to correct. Instead of mere data collection, involve employees in discussions about what works and what can be improved.Change begins with a new perspective.

Consider starting by evaluating your selection criteria. Are they focused only on technical skills? What about soft skills, life experiences, and the ability to bring a fresh perspective? It's also crucial to ensure your clients are engaged and committed to diversity at all tiers. This means not only hiring diverse individuals, but also training leadership to support and develop team talent.

To enhance inclusivity in hiring process and attract a diverse range of talent, I would recommend considering these two key strategies: 1. Educating the Interview Team and Valuing Diverse Perspectives: The interview team should be well-informed about the job’s requirements and success metrics. Encourage an environment where different viewpoints are actively valued. This helps in reducing unconscious biases and contributes to more equitable hiring outcomes. 2. Flexible Interview Format: Shift from standard, uniform interviews to a more adaptable format. This approach focuses on exploring each candidate’s individual experiences and abilities, offering a deeper and more personalized assessment of their potential, beyond routine questions.

Diversity in hiring isn't just a buzzword. It brings creativity, innovation, and a wider skillset. Training decision-makers is a solid start, cultivating an understanding of diversity's importance. Your organizational culture should celebrate diversity and inclusion. More than trendy, it's a business necessity now.

In my experience a lot of the struggles in diversity hiring start with expectations being misaligned with market realities. An honest assessment of what you need and what the market offers needs to be done before you can hope to achieve a specific goal in hiring. Sometimes, what you want and what you can get are just not going to happen. This is an opportunity for an organization to step up and create a way to improve those odds in their favor. By creating programs that attract the type of people they would like to see in their organization and offer training they can position themselves ahead of their competition. This isn't just an "internship" this is meant to be a meaningful attempt to get to know their communities and promote it.

It's not just about meeting a quota. It's about creating an inclusive culture that welcomes diversity as a strength. Diversity is not something to be feared, but rather embraced. After all, diverse minds bring unique perspectives that can take your company to uncharted territory.

I never hired people for the sake of ticking off a diversity or inclusivity box. I hired people based on competence and culture fit as defined by the company’s vision, mission and values.