idea
Screen-in. Review resumes inclusively. Demonstrate inclusive behaviors and approaches
Top quartile for racial and ethnic diversity are 35% more likey to have financial returns above industry medians. Gender diversity is 21%[1].
During planning:
- Job description is inclusive, neutral, focus on key requirements. Use gender neutral pronouns. Avoid "strong" qualifiers that can be traditionally male. Only list must haves. Avoid company jargon. Use 2nd person.
- Select interviewers with diverse backgrounds
- Broaden sourcing approach (dont require perfect match by most requirements) During sourcing:
- Knowledge, skils and abilities for success
- Source through various channels, internal AND external
- Expand sourcing During screening:
- Focus on core knowledge, skills and abilities rather than how they were acquired.
- Evaluate tech beyond what you are immediately using, industry, education, ... During interview:
- Assign focus area to interviewers. Keep it the same area throughout
- Ask the same questions to all candidates
- Ask open handed probing questions
- Take notes
- Avoid influencing other interviewers when providing guidance. Debrief:
- Objective, rooted in feedback, reinforces learning
Be aware of:
- Similarity bias (favor whom we identify with)
- Attribution bias (perceive other's action more harshly than we'd judge ourselves)
- Expedience bias (act on a whim)
- Experience bias (everyone who doesn't think like me is wrong)
Feedback
- Capture feedback on focus area immediately. Submit within 24h and BEFORE discussing.
- Include specific examples.
- Include strengths and areas that need improvement.
- Did they demonstrate willingness to learn.
links
Interviewing - Making Great Hiring Decisions
references
[1]: Diversity wins (2020), McKinsey