6 important tips for interviewers looking to hire top talent from diverse backgrounds, according to HR and D&I leaders

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Job candidates are more likely to withdraw from the recruiting process or turn down offers after interactions with ill-prepared interviewers who perpetrate microaggressions.
Common bias pitfalls include asking a woman about childcare, speaking in an accent, and making pop culture preference assumptions.
It is imperative to train interviewers better, diversity and human resources experts said, given the tight labor market.
Advice for conducting better interviews includes “flipping the script” to combat bias, setting a strategy and hiring criteria, and keeping a conversational flow focused on aligning candidates to a predetermined rubric.
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While interviewing for brand manager roles, Norville Barrington remembered two instances when the interviewers’ comments took him aback. In one, the interviewer told Barrington, who is black, that the company was making an exception by recruiting him. In the other, the interviewer began using slang and asked if Barrington had watched the latest “Love + Hip Hop,” a reality TV series about hip-hop artists. He had not. 

“I didn’t go through with either opportunity,” Barrington, now a director at a health insurance company and vice president of marketing communications for the Metro New York Chapter of the National Black MBA Association, told Business Insider. “The first opportunity wasn’t the right environment for me. With the second opportunity, I pursued an option that was more aligned with my values.”

But if that better opportunity hadn’t come along, Barrington said he would have considered the second option, despite facing an uncomfortable interview.

Feeling slighted during an interview is not a new concept, and neither is overlooking insults to secure a position, many professionals and experts told Business Insider. But times are changing. The tight labor market has intensified the battle for top talent. Microaggression has entered the lexicon. Organizations spend about $8 billion on diversity training and recognize that diverse leadership leads to better overall performance. And people of all backgrounds are more connected than ever. 

Combined, experts said, these factors make it more likely for candidates who encounter bias to bow out. 

“Job seekers are evaluating the company as much as they’re being evaluated,” said Tony Lee, vice president of editorial for the Society for Human Resource Management. “If it becomes clear that a company’s culture isn’t a good fit, then they’ll continue to look, especially in this job market.” 

Despite the nearly $150 billion spent on staffing and recruiting and the emphasis on attracting diverse candidates, companies will continue to repel talent at times. 

“Most people want to do the right thing, but they might be N-B-C:  nice, but clueless,” said Maureen Berkner Boyt, founder of The Moxie Exchange, which provides diversity, inclusion, and leadership training as well as digital solutions to companies. “Companies have to give them the tools to do the right thing. Unconscious bias is all too real, and we are not spending enough time making sure that people are qualified to interview candidates.”

Interviewing, they said, should be strategic to be most effective. There should be a clear plan and advanced …read more

Source:: Business Insider


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