How to avoid 50 percent of all hiring mistakes by learning to engage the analytical, creative, and emotional centers of your brain when interviewing job candidatesOver the course of 35 years and 5,000-plus interviews as a recruiter, I've developed an interviewing method that identifies superior candidates about 85 percent of the time. I call it the two-question performance-based interview (a.k.a. the Whole Brain Interview).
Whether you’re with a 10-person startup or a multinational conglomerate, one thing is clear: you need to build an inclusive recruiting pipeline. The business benefits of a diverse and inclusive workforce are well-documented — from the bottom-line impact on revenue to greater team creativity and improved product innovation. And job seekers today increasingly expect employers to raise their game when it comes to building an inclusive workplace to drive a sense of belonging.
At Indeed, we apply a proactive outbound sourcing strategy to access talent from diverse sources and locations — and we’re continuously experimenting with new ways to make sure our applicant pool for open positions is as reflective of the broader job seeker population as possible. While there’s no silver bullet, this focus on our top-of-funnel recruiting pipeline is one step toward building a truly inclusive recruitment process.
Follow these five tips to widen your recruiting net and grow inclusivity.
Tip #1: Train your team to identify and check biases
We can encounter over 100 cognitive biases every day. With most recruitment and selection processes still driven by quick human decisions, implicit biases have the potential to slip in anywhere — negatively impacting efforts toward inclusivity.
While nothing can fully eliminate bias, empowering your team to identify and check their own is the most important step you can take. Have a thoughtful, sensitive and proactive conversation about the different types of scenarios where bias has the potential to surface in your outbound sourcing.
Common scenarios include:
- Academic qualifications: Over-reliance on academic history or accomplishments as an indication of merit for a job.
- Gender: Presuming job seekers of certain genders are better fits for specific jobs simply because that job has historically been filled by that gender.
- Company pedigree: Prioritizing past work experience as a measurement of a job seeker’s ability and merits for a job.
And here are some tips for mitigating biases:
- Determine objective search requirements in your intake meetings with hiring partners and/or clients.
- Build inclusive search strings focused on skills, competency and knowledge related to the job.
- Rely on consistently standardized questions and evaluation criteria when screening candidates.
There are a number of free and paid software options that can help, too, with features such as anonymizing, hiding certain job-seeker attributes and creating blind resume profiles.
Tip #2: Widen your recruiting net by channel and geography
As you build your outbound sourcing strategy, you need to identify groups, communities and channels to prioritize and invest in. A few sources we here at Indeed have incorporated include Meetup groups (e.g., Women Who Code Austin); Facebook Groups (e.g., Austin Urban Technology Movement); and communities that promote the advancement of underrepresented groups (e.g., Afrotech and Alpfa).
Along with expanding your sourcing channels, you also need to expand the geographies where you find…