We glorify the interview
as the most crucial part of the hiring process because it’s when you finally
speak directly to your potential new hire face-to-face or voice-to-voice and
determine if they’re the right person to join your team. Studies show that even the most practiced
hiring managers bring unconscious bias to the interview table (or Skype call.)
The
oft-mentioned study of an orchestra’s audition process is just one example:
when women audition behind a curtain and
are seated before the judges – so the sound of heeled shoes on stage can’t be
detected— the women are 50% more likely to advance to the next round. Luckily,
with a little data, you can create a more inclusive process that fits your
company’s hiring practices.
DIVERSE ROOMS
Humans are naturally drawn
to people they can relate to – that’s why employee referral programs tend to
make organizations less diverse – so it’s important that your hiring team is
diverse. When conducting an interview, hiring managers should consider
including other employees of diverse ethnicity, gender, physical ability,
company tenure and managerial statuses to provide input. This practice can
improve perspective and reduce the impact of unconscious bias from any
individuals involved.
SYSTEMATIZE
A loose, unstructured interview process may project a casual
vibe to a job candidate, but it can also result in wildly different experiences
for each candidate. Without a standard evaluation checklist and questions, the
interview is subject to the whims of the interviewer. Consider if the interviewer
shares a common interest or something like an alma mater with the candidate:
they may be recommended by that connection, not their ability to do the
job. Don’t want to standardize all your interview questions? Consider adding a
skills assessment or trial project that you can use to benchmark your
candidates fairly.
GATHER DATA
One of the most valuable things you can do for your
organization is gathering data on your hiring
process. Survey your candidates before or after their interviews (before you’ve
made the hiring decision, which may impact their answers). Sit down with your
new hire a week or so into the job and ask for feedback on their hiring
process. With this data, you can demonstrate the positive impact that
diversity-minded hiring practices have on
your organization.
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