How can you avoid overlooking qualified global candidates during resume screening?

Scorecarding will always allow you to focus on the core triggers that you need to find in a hire, not the biases that distract you. Work with your HMs during intake to understand what these are. They can also allow you to help guide the HM rather then letting their bias control the search.

Clearly outline the qualifications, skills, and experience needed for the position. Make a list of key criteria that candidates should meet. Develop a scoring rubric or template that assigns point values or ratings to each criterion. This rubric should be specific to the job and reflect its unique requirements. For example, you might use a 1-5 scale, with 5 being the highest score.

Global perspective is valuable in business and even more so in a company that has a global presence/product/client base. It starts with the role description and setting expectations on the skills and experience that are prioritized for that role. This includes other languages, and experience working in global markets. When a candidate can bring in multi market, multi cultural views, this can be a game changer to the business, versus limiting your search to more localized candidates. Consider what perspectives you could be missing by not hiring a global candidate. I also recommend employers add any work authorization requirements up front. This let’s candidates know who you can consider and where you can be flexible.

Humans carry bias into every assessment they participate in, whether it's a bias towards people from a town you grew up in, support the same sports team as you, or went to a school you respect. Therefore, having a system which is defined & repeatable, where you're looking at tangible skills, rather than allowing assumptive decisions to be made, are key.

To make sure you don't miss great global candidates when reviewing resumes: Create a scoring system that rates candidates based on skills, qualifications, and experience. This system gives each candidate a numerical score for different parts of their resume, making the evaluation fair and consistent. By using these standardized criteria, you can find and consider qualified global candidates without any bias, no matter where they're from.

As technology has improved & travel has become more cost-effective, we're becoming more connected than ever to peers in offices across the world. This means "company culture" is becoming an outdated concept, as the culture in one region, is likely very different from the culture in another. Therefore, it is on us, as leaders, to study and adhere to the perspectives of all the members of your team, past, present & future.

Remove personal information such as names, addresses, and photos from resumes. This helps eliminate unconscious bias related to ethnicity, gender, or nationality. Utilize applicant tracking systems (ATS) and resume screening software to filter and shortlist candidates based on objective criteria. These systems can help prioritize candidates based on qualifications rather than location. Post job openings on international job boards, websites, and social media platforms to reach a diverse pool of candidates from different regions.

Here's how applying a global mindset in resume screening can benefit your organization: 1. A global mindset prioritizes skills, achievements, and potential over superficial attributes. Instead of fixating on where a candidate is from, concentration is on the content that showcases their potential. 2. A global mindset signifies a willingness to learn from candidates with different perspectives and experiences. By being open to these contributions, we can strengthen the competitiveness in the marketplace. 3. A global mindset allows to adapt the resume assessment approach to be more flexible and accommodating. Instead of imposing a rigid standard, format or style, org can prioritize the clarity & comprehensibility of the information provided.

To avoid missing out on qualified global candidates during resume screening with a "global mindset," focus on skills like cross-cultural adaptability and international experience. Look beyond traditional qualifications, and consider candidates who can thrive in diverse settings and bring unique perspectives. Use unbiased recruitment methods to ensure a fair evaluation of all applicants.

Optimise the tools you have and focus on using them to their potential rather than introducing too many tools. Don't create tech debt/fatigue in your org. Once you have mastered these you can look at what you need to introduce more technology.

An over-reliance on technology will always be detrimental to a process. The companies who do it best, are using a combination of human led & tech supported approached. I have a firm belief that technology should only ever be used to remove the bottom 20% of applicants & and should never be used to find you the top 10% of profiles, as AI can only learn from previous interactions, and therefore, if you're changing your approach, your Tech could be removing awesome talent from process.

ATS's are often sold to companies as silver bullets. Unfortunately, some of the most market-dominant are the opposite -- they parse information badly, don't work well with some discipline-specific resumes and thus great talent is discarded, and worst of all, they provide a very poor experience for your candidates. Use them to track your candidates, not filter them.

While ATS systems can effectively filter and rank candidates based on predefined keywords and criteria, there are some challenges: 1. ATS may inadvertently exclude qualified candidates who do not precisely match the specified keywords or phrases. This could lead to the loss of potential talent. 2. Over-reliance on technology can lead to a lack of human touch in the screening process, potentially leading to missed opportunities and the rejection of candidates who may bring unique value to the organization. Addressing Global Candidate Screening: Cultural intelligence platforms can offer insights into the nuances of global resumes, enabling more informed decisions about the qualifications and experiences of international candidates.

Utlizing tools such as a boolean search string with specific keywords relevent to the job description matched against the candidates resume will help you identify which applicant is more suitable. ATS software can be a blessing and curse if the candidate is not thoroughly screened. Highlight your organization's flexibility in allowing remote work or a willingness to consider candidates from different locations. This can attract a more diverse pool of applicants. Use a consistent set of interview questions for all candidates to evaluate their qualifications objectively. Ensure that your interview panels include individuals from diverse backgrounds and experiences. This can help in reducing unconscious bias during interviews.

This will help you identify where you need to work. Make a regular feedback cadence on both sides with talent and internal. Ensure you have opportunities for both quant and qual too.

Gaining a second opinion on a resume from a technical expert is a good method to ensure qualified candidates are not being overlooked for roles. Many times, we allow hiring managers a glimpse into the pipeline to review candidate resumes in order to cross check and align. The TA Professional should know how to review and screen a resume for the role they are working on, however there are times when in doubt, the TA Partner asks for another review to ensure there is alignment on skill sets and experience.

Encourage candidates to provide feedback on your hiring process, especially if they felt overlooked due to their global background. By implementing these strategies, you can create a more inclusive and equitable hiring process that values and acknowledges the qualifications of global candidates, ultimately attracting top talent from all around the world.

You should apply Design Thinking to this: 1) Collect 360 data (Qual and Quant) from TA, Hiring Team, and Candidate 2) Find insights, 3) Update your process and, 4) Repeat

Here's why this approach is invaluable and how it can enhance the recruitment process: 1. In a global context, diversity is not limited to candidates' backgrounds but also extends to the diverse perspectives and experiences of multiple stakeholders. 2. By involving others in the process, you reduce the risk of personal biases affecting your decision-making and can help neutralize individual prejudices, leading to fairer evaluations. 3. Seeking feedback from candidates demonstrates a commitment to understanding their motivations, expectations, and preferences. 4. Incorporating feedback and input from various stakeholders not only enriches the selection process but also aligns with strategic HR goals of diversity, equity, and inclusion.

Track your hiring process metrics to ensure that candidates from various regions are progressing through the hiring pipeline. This can help you identify any disparities and make necessary adjustments.

Cultural Competence: HR professionals should possess cultural competence to effectively evaluate global candidates. Understanding cultural nuances, communication styles, and expectations is essential to making accurate assessments of qualifications and fit within the organization. Global Mobility and Immigration: Evaluate the candidate's willingness and ability to relocate or work in different locations, if necessary. Familiarize with immigration policies and potential visa requirements for hiring international talent. Cross-Cultural Team Dynamics: Consider how the candidate's background, skills, and experiences will complement your organization's existing team dynamics.

You should also aim to provide feedback to candidates, the more personal and specific the better. This is something almost no one does and is incredibly frustrating to candidates when they know they are qualified. Those companies that do, stand out!

Tracking job posting stats on social media is essential for accurate representation of job opportunities. Precise stats, reflecting true company size and applicant numbers, ensure authentic job ads. Inaccuracies, like inflated applicant counts, can discourage potential candidates, making competition seem daunting. Conversations with recruiters reveal that applicant counters can often be off, sometimes significantly. Ensuring the accuracy of these numbers allows for a transparent recruitment process, making job opportunities seem more accessible and less intimidating for potential applicants everywhere.

To avoid missing out on qualified global candidates, use diverse job boards, consider remote work options, and value international experience. Train your team to be culturally aware, use consistent criteria, and promote equal opportunities in job postings. Encourage employee referrals and prioritize relevant language skills. These steps ensure a fair and inclusive hiring process for candidates worldwide.