You’re hiring for an HR team. How can you ensure diversity is a top priority?

Don't tokenize candidates. In the context of Diversity, Equity, and Inclusion (DEI), tokenizing candidates refers to hiring individuals primarily to fulfill diversity quotas or to give the appearance of diversity without genuinely valuing their contributions or perspectives. First focus on creating an inclusive environment inside the company. Then promote it to candidates using diverse channels. This should help create a diverse and vast pool of candidates out of which you'll choose the best candidates, based on their skills, values, experience and ambitions.

Building a diverse HR team is smart, but focus on skills first! Use skills tests and inclusive hiring practices to find the best fit, not just fill a diversity quota. Strong skills and a team player mindset - that's my winning combo!

Definir objetivos de diversidad claros y SMART es crucial para alinear la estrategia de contratación con los valores organizacionales. Identificar brechas y oportunidades en tu equipo actual y comprender los beneficios y retos de la diversidad son pasos esenciales para crear un ambiente inclusivo y enriquecedor.

Get specific about your goals for diversity! Don't just say "we want a more diverse HR team." Instead, define clear metrics to track progress. This could involve setting a target percentage for representation of women, people of color, or other underrepresented groups within the HR department.

Ensuring diversity as a top priority in hiring for an HR team is crucial for creating an inclusive workplace. To achieve this, organizations can implement strategies such as setting diversity goals, using diverse recruitment sources, providing bias training to interviewers, conducting blind resume reviews, and establishing diverse interview panels. Additionally, promoting a culture of inclusivity and belonging within the organization can help attract and retain a diverse workforce. Prioritizing diversity not only fosters innovation and creativity but also enhances employee engagement and overall business success.

Revisar las descripciones de puestos para que sean inclusivas y libres de sesgos es fundamental para atraer una amplia gama de candidatos. Usar lenguaje neutro y enfocarse en habilidades esenciales promueve la diversidad en el proceso de contratación.

De fato, para promover a inclus?o é necessário uma revis?o da descri??o do cargo. é preciso conhecer a realidade social de onde a empresa está para entender se as exigência da vaga est?o promovendo a igualdade de acesso a oportunidade ou se está sendo excludente. Um exemplo: conhecimento de um outro idioma, nesse caso é preciso analisar: 1- de fato o cargo exige um outro idioma ou estamos pedindo apenas por que é padr?o. 2- Qual é a realidade social em que estamos inserido? Poucas pessoas sabem esse idioma? é possível contratar sem o idioma e ajudar a pessoa a desenvolve-lo na empresa? Existem diversas e importantes análises que podem ser feitas mas, adequar a descri??o da vaga a realidade social é muito importante para promover a inclus?o

1. The job description reflects information about your DEI commitment with a language that is neutral. 2. Sourcing: This is key, if you dont have diverse applications coming in, then you need to go looking for diverse candidates (that's commitment) 3. there is comfort and unconscious/ conscious bias when interviewing, focusing on the skills and the value the candidate can bring on table. If interviewer & interviewee come from similar background- chances for comfort, language and similar grounds are high. Like it or not, these play an important role. Conscious efforts need to be made to be more objective and intentional in your hiring process. 4. The interview panel needs to be diverse if you have more than 1 functional round.

Diversificar los canales de reclutamiento es clave para atraer talento diverso. Explora distintas plataformas y estrategias, desde redes sociales hasta asociaciones específicas, para ampliar tu alcance. Esto no solo enriquece tu equipo con diversas perspectivas, sino que también refleja positivamente la cultura inclusiva de tu organización.

De nada adianta ter estratégias de diversidade na contrata??o, fazer a adequa??o do cargo para a vaga ser mais inclusiva se n?o mudarmos, ou ampliarmos, os canais de busca. é preciso buscar novos parceiros, como plataformas de recrutamento, ampliar o algorítimo das mídias sociais para que a vaga chegue a pessoas diversas. Se continuar buscando candidato no mesmo canal que sempre usou, vai sempre encontrar o mesmo perfil.

For me, an interview is a conversation. It's important for me to understand motivation, assess potential. Sometimes it's beyond the structure, beyond the assessment methods. I listen to myself, I see how the candidate speaks, what they engage with more.

Implementar entrevistas estructuradas es fundamental para un proceso de selección justo y objetivo. Preparar preguntas uniformes y un sistema de evaluación ayuda a minimizar sesgos y garantiza que todos los candidatos sean valorados por sus habilidades y competencias, promoviendo la diversidad en el equipo.

A entrevista deve ser focada nas habilidades, nos conhecimentos e nas oportunidade que possam ser geradas. Devem ser livres de vieses e jamais fazer perguntas relacionadas a marcadores sociais ou identitários. As empresas precisam investir no treinamento das pessoas que fazem entrevistas para garantir que o processo seja inclusivo e respeitoso.

Incluir diversas perspectivas en el proceso de contratación enriquece la evaluación de candidatos. Involucrar a entrevistadores de distintos departamentos y antecedentes asegura una visión más amplia y reduce el riesgo de sesgos. Escuchar y valorar estas opiniones diversificadas contribuye a decisiones de contratación más justas y equitativas, promoviendo la diversidad en el equipo.

Monitorar o processo de recrutamento e sele??o é fundamental para garantir um processo respeitoso e que de fato seja inclusivo. As equipes de recrutamento devem ter indicadores que monitorem a experiência do candidato durante o processo para identificar possíveis falhas e corrigir o quanto antes

It is important to identify the company over all DEI goals and cascade it top down across different functions. Asses the team needs and roles requirement and implement the right hiring process to meet the DEI goals. Finally, DEI is very important to any team health. It provides a healthy and motivating environment for your team members to grow and develop.

A compulsory training on bias in recruitment is a must for everyone who is engaged in the hiring process. If accompanied with a workshop or a collaborative brainstrorming to analyze examples of cases in a safe enviroment that would be ideal.

The most crucial aspect for me is understanding myself and comprehending the business and its objectives. Only then can I determine who I need in my team. Additionally, delegation is key. If, as a manager, I am not prepared, everything else falls apart.

Diverse Hiring Panels: Ensure that hiring panels are diverse to minimize bias and provide varied perspectives during the selection process. Unbiased Job Descriptions: Review job descriptions to eliminate biased language and ensure they attract a diverse pool of candidates. Structured Interviews: Use standardized, structured interview processes to evaluate candidates based on job-related criteria rather than unconscious biases.