[MUSIC PLAYING] There are two concepts that need to be deeply embedded in every recruitment activity. The first is inclusion. A diverse applicant pool is key to finding the best talent. A few examples of ensuring you have a diverse applicant pool is through strategic outreach, inclusive job postings, employer brand, and an expansive referral program that enables all employees to refer people they know as well as people they don't know.
Other inclusive hiring tips include learn about your biases. As humans, we all have them. And we need them to survive. But when they come into play in hiring, it often results in us making the wrong decision. You can take an IAT test to bring unconscious bias to the forefront. In screening and interviewing, check your bias as you go on. We tend to connect better with people who are similar to us.
But that doesn't necessarily mean they're the best candidate for the role. Acknowledge that and ensure it's not the reason you hire someone. Before meeting with the recruiter or starting a search, consider your existing team. What dimensions of diversity of thought are missing? And can you use this hire as a way to correct or balance out those gaps? Check out the wheel of inclusion to learn more about inherent and acquired dimensions of diversity.
Inherent dimensions are dimensions you're born with, like race or age. Acquired our dimensions you acquire, like industry experience or socioeconomic background. Consider your hiring panel. Are they reflective of the diversity in your company? Be aware of women's tendency to underestimate their ability and men's tendency to overestimate. Ask probing questions and follow up to ensure that you get a real sense of their skills in a particular area.
Provide all candidates with a clear understanding of what to expect in the interview that day-- who are they going to be meeting with, and what are they going to be chatting about. Give some thought to what you know about this candidate in advance. And be sure to mention things that make them feel comfortable or might resonate with some of your company's benefits or perks. As example-- are they a parent? Maybe mention your kid-friendly environment or daycare benefits.
During the interview, debrief. Manage for group think and confirmation bias by having their hiring manager speak last or by having people who are not close to the team or candidate, if referred, involve in the interview process as well. [MUSIC PLAYING]