In the War For Talent, Do You Have Inclusive Hiring Practices?
Are you confident that your hiring process is inclusive and accessible to diverse candidates? Have you considered how candidates from diverse backgrounds perceive your hiring process? How inclusive is your hiring practices?
In today’s insightful podcast episode, we delve into a critical aspect of the hiring process that lies at the heart of fostering diversity and inclusivity within organizations: inclusive hiring practices.
As businesses increasingly recognize the immense value of a diverse workforce, assessing whether their hiring processes genuinely cater to and embrace candidates from all walks of life is imperative.
In this episode, we explore four key questions that will help you determine if your hiring process is genuinely inclusive and accessible to diverse candidates. By pondering these questions, you can gain valuable insights into how potential applicants from varied backgrounds perceive your hiring efforts and take meaningful steps toward creating a more diverse and welcoming work environment.
Let’s embark on this journey to enhance our understanding of inclusive hiring practices and pave the way for a more robust and equitable workforce.
Join host Margaret Spence on this week’s episode of Inclusion Unscripted as she discusses the DEI divide in talent acquisition with Melissa Dobbins, founder of Career.Place. In this thought-provoking episode, Margaret and Melissa delve into the challenges of sourcing and hiring diverse candidates and explore the blindspots and gaps in talent acquisition processes and they dive into inclusive hiring practices.
Discover why talent acquisition often fails to address DEI and learn what you can do to bridge the DEI divide. Don’t miss this insightful conversation on Inclusion Unscripted with Margaret Spence, live at 2 pm EST today on LinkedIn, Facebook, and YouTube.
Episode Summary: Inclusive Hiring Practices
- The challenges of unpacking talent acquisition.4:32
- Margaret talks about the biggest challenge she faces when she works with brands and organizations across multiple sectors, unpack talent acquisition.
- Do recruiters recreate the experience for the person coming into the hiring process?
- There are a few things that are at play when it comes to equity and inclusion practices, including driving diversity within talent acquisition and retention.
- Systemic equity, process change and boundaries – inclusive hiring process.
- How do you generate inclusive hiring requirements and test those requirements?8:07
- It matters what every one of those individuals experiences, so what can be done systemically within the process to make sure those are all positive and empowering experiences?
- Finding alternatives to resumes and eliminating bias.13:41
- People spend so much time validating the biases or the choices they’ve already made rather than learning from the data that’s coming in, which is one of the challenges of talent acquisition with resumes.
- The first impression is so important because it’s really hard to rewrite it.
- Transitioning from a job board of choice to a true business partner.18:37
- The first step is to transition the mindset from a job board to a true business partner.
- The second step is holding talent acquisition professionals to a high quality standard and giving them the power to be the experts and communicators with our talent.
- Talent acquisition is like a cattle call. TAS job is to fill the requisitions and move people through.
- DEI needs to be Run like a business.25:14
- Diversity and inclusion needs to be run like a business. It is not a process, it is a business impact and a business imperative.
- There is a complete disconnect between what is being trained, what is expected, and what is continued on repetition.
- The first step is to collect the data and understand where you stand right now, because without data, it’s all opinion.
- The second step is the attraction piece. Look at your descriptions, descriptions, website, how you are representing your culture and your brand.
- You can create multiple hiring brands.30:44
- Advertising is how they engage with their audience.
- If the demographics change over time, one of those demographics is eating the other, then one of them disappears, then you have more issues with equity and inclusion throughout the process.
- Hiring process is designed to go from a large beginning to a small end of the funnel for final selection.
- Inclusive Software that Empowers Inclusive hiring practices.The software that makes everything disappear.36:47
- Melissa talks about the software she created to make it easier for a candidate to come to the hiring manager without any bias being built in.
Melissa Dobbins is many things; entrepreneur, engineer, analyst, product strategist, mother, Star Wars enthusiast, leader, avid writer, USC Trojan, wife, science fiction fan, speaker, artist, etc. While she has many facets, none can define her. Just like everyone else, Melissa is more than a description on a piece of paper. She founded Career.Place because she believes everyone deserves to be evaluated for their true potential, not by the biases triggered by a few words. Career.Place’s mission is to remove bias and increase the equity, inclusion, and efficiency of hiring and beyond. Career.Place is also an anonymous candidate screening platform that helps organizations hire more effectively without bias. Learn more About Melissa Dobbins and Career.Place Hiring Software
Inclusion Unscripted, where we’re not just talking about diversity and inclusion, we’re living it. The Inclusion Unscripted Live Weekly Podcast, hosted by Margaret Spence, Founder of The Inclusion Learning Lab, is unapologetically honest about diversity and inclusion in the workplace. Tune in every week for a new episode. Inclusion Unscripted is a live-streamed broadcast every Friday at 2 pm EST on LinkedIn, Facebook, Twitter, and YouTube. Join us live or on iTunes, Spotify, or your favorite podcasts app.
