Many companies are just now starting to implement diversity recruitment programs. What are the first few steps a company should take when starting?
Our panelists for today's session:
“Smarter design of our hiring practices and procedures may not free our minds from our shortcomings, but it can make our biases powerless, breaking the link between biased beliefs and discriminatory — and often simply just stupid — actions.”
-- Iris Bohnet 1
You know you want to ensure diversity in your hiring. You’re aware this is a key initiative for your department. But where do you start? How do you measure diversity in your organization and what practical steps do you take to kick off this critical project? Perhaps you already have some basic diversity activities and plans in place, but they need to be more thorough and more strategic.
This panel webinar provides exactly that: Specific, outlined actions to take for creating, or improving your diversity program. Get ready to take a lot of notes!
Watch the webinar to learn specifics about:
Audits: Do you have a diversity problem? Are some areas better than others? How do you make this determination?
Executive support: Signing on executive sponsors to promote and support your diversity initiatives.
Diversity friendly job resources: What programs or job boards are better than others for providing access to a more diverse candidate pool? Watch the webinar to find out!
Success tracking: Review a high-value spreadsheet for tracking diversity metrics and your progress by both business unit and manager level!
Strategic roadmap: Building a solid roadmap and strategy for ensuring diverse hiring, including a discussion on key tactics such as:
- Internal education, communication and accountability
- Early outreach programs and external events
- Marketing and branding to attract diversity in candidates
Bias-free job posts: Tools you can use to ensure your job descriptions and postings are free of gender or diversity bias.
Interview processes: Structuring your interview processes and training your interviewers to stay consistent, be aware of their own biases and work away from them while interviewing candidates.
The bias types: Become aware of the “Unconscious Bias”, “Similarity Bias” and the “Confirmation Bias” and how they can affect you, your hiring managers and everyone in your organization.
Tools: How to work efficiently and strategically even without a fancy ATS.
Interview training: Specific, concrete steps to take to avoid bias including sourcing, assessments, interview training and more.
Hire the best, most diverse candidates. By automating your reference checking process with Reference Insights, you will allow references to provide quantifiable, detailed information on your candidates in a compliant, consistent format that will remove bias which could potentially stem from individual recruiter phone interview procedures.
Drastically decrease bias in your interview feedback. With Interview Insights, you will significantly decrease interviewer bias by eliminating the slow and disorganized feedback methods that fall prey to bias issues. Gather interviewer feedback immediately, digitally, and separately, allowing interviewers to provide candid, unbiased input on your candidates. (No more issues with the loudest voice or top title in the room making all decisions.)
As if that wasn’t enough, your team will save hours of time and effort, and the tools will provide easy-to-read, detailed reports for powerful, compliant tracking of your diversity-promoting initiatives. Ready to see how our tools can work for you? Sign up for a free, customized demo here.