You're making hiring decisions. How can you ensure diverse perspectives are included?

Interview training, training, training and then more training. The average hiring manager has no idea what questions can illicit unconscious bias (or conscious bias, at that). And, each person in the interviewing chain should have their own unique part. And, your questions need to be the same for all candidates which means you need to, gasp, PREPARE in advance.

Hire people who have diverse perspectives, and then put them on your interview team. If everyone in your company is a clone of a certain profile, your company's diversity will never be increased. Hire the person who grew up differently from you. Hire the person who doesn't agree with you. That's how you get diversity.

To ensure diverse perspectives in hiring, prioritize inclusive practices: review job descriptions for diversity appeal, use unbiased language, and explore diverse sourcing. Adopt structured interviews with diverse panels and standardized criteria to reduce bias. Train managers in unconscious bias and encourage seeking diverse viewpoints. Cultivate a culture where all voices are valued, embedding diversity in both hiring and decision-making.

In today's globalized and interconnected world, fostering diverse perspectives within your team is more critical than ever. Here’s how you can ensure diverse perspectives are included in your hiring decisions by broadening your search: Expand Your Talent Pool: - Leverage Multiple Platforms: Don’t rely solely on traditional job boards. Utilize various platforms such as LinkedIn, niche job boards, social media, and professional networks specific to different industries and demographics. - Attend Diverse Career Fairs: Participate in career fairs that focus on underrepresented groups to connect with a broader range of candidates. - Partner with Educational Institutions: Collaborate with universities, especially ones with diverse student bodies

Extend recruitment efforts by conducting diversity focused interview drives and collaborating with diversity agencies to reach a wider pool of candidates. Encourage employees to refer candidates from diverse backgrounds by implementing referral programs with a focus on diversity.

The most important task is missing in the answer. First of all your requirement should be real not virtual. 75% of us are creating virtual requirement, Market Mapping is missing. The requirement and the job description should be created by someone who know about tthe available resources in the market. Most of the time we are searching for a leopard who is strong as a dinosaur and eat like an ant.

- Be Transparent and realistic: It is critical to be transparent and honest about the expectations from the role along with setting attainable and realistic expectations for the candidate. - Neutral Language: Ensure your job descriptions use inclusive and neutral language to attract a wider audience. Avoid jargon and gender-biased terms that might deter potential candidates. - Highlight Commitment to Diversity: Clearly state your company’s commitment to diversity and inclusion in the job description to attract candidates who value these principles.

Have standardized tests or assessments that objectively measure candidates' skills and competencies, ensuring that all applicants are evaluated on the same criteria. Focus on the essential skills and qualifications and be mindful not to overstate requirements, which can discourage diverse candidates from applying.

The SINGLE best action employers can tske is to make sure you have diverse trained interviewers. This is especially important in tech and leadership roles. This means: women, disabled, nonstandard gender/sexual identities, ethnic, and socio-economic backgrounds a trained and in appropriate roles. It also means going the extra mile sometimes. I had a candidate a few years coming off maternity leave, and she asked if we could schedule a couple of breaks for her to pump. Not only did we do that, we put her in one of the conference rooms next to the Mothers’ room and kitchen with a fridge on that floor. She accepted our offer in no small measure due to that.

While creating / having diverse interview panels, we should also focus on provide training for interviewers on recognizing and mitigating unconscious biases. This can include workshops, e-learning modules, and ongoing discussions on diversity and inclusion.

Its always annoying to answer the same things again and again. Diversifying and structuring interviews to gauge and obtain special information at every stage of the interview makes it non redundant and avoids exhaustion. - Panel Composition: Ensure that your interview panels consist of diverse members. This not only demonstrates your commitment to diversity but also helps in evaluating candidates from different perspectives. - Structured Interviews: Use structured interview questions that are consistent for all candidates, minimizing the influence of bias and ensuring a fair evaluation process.

Agreed. Demonstration of inclusion culture only while hiring doesn't work. It's just in one stage. Organisation and each individual make an organization should adopt and live with the culture. It's always a sync between pre and post experience makes a true and honest depiction of culture, which need not be highlighted every time

Set Internal Policies and Practices supporting diverse hiring. Set clear diversity goals and metrics to track progress and hold hiring managers accountable. Support the formation of employee resource groups (ERGs) that can provide insights into the needs and perspectives of diverse communities within the organization. Establish channels for candidates and employees to provide feedback on the hiring process and make adjustments based on their input.