3 Ways to Connect to Diverse Talent in the Interview Process

The interview process can be a challenge for many companies when it comes to connecting with talented, diverse job seekers. The lack of interest from diverse candidates persists even with diversity initiatives in place. After candidates begin the interview process, it can be difficult to motivate them to complete it. It is often a struggle for companies to connect with diverse job seekers, and they are unsure how to better their chances.

Read on to learn the 3 ways to connect to diverse talent during the interview process!

One of the biggest problems in the interview process lies with tradition. Many companies fall into the trap of continuing the typical interview routine – the same habits, requirements, and questions. However, the traditional interview model can alienate diverse candidates. By neglecting to include diverse decision-makers in the interview process, making choices based on whether the candidate “fits” with the rest of the current team, or relying solely on a candidate’s interview skills to make a hire, companies can unknowingly cut off diverse applicants from starting or continuing the interview process.

It is important for companies to break with tradition and create unique interview processes that are consistent with their employer brand as well as welcoming to diverse candidates.

Why Simplifying Your Interview Process is Beneficial for Your Organization

The interview process is a reflection of the company as a whole. A well-developed, diverse interview process demonstrates to both current and potential applicants that the company values diversity. Companies that are willing to redress their interview processes will increase their chances of moving diverse applicants from the application stage to the interview stage.

As a result of more interviews, companies dramatically increase their likelihood of hiring diverse talent out of their interview process. Further, candidates can leave the interview process with a positive impression of the brand, regardless of whether they’re hired.

Best Practices for Solving the Problem

#1 Establish a set interview process that applies to every candidate.

Exceptions and special circumstances that apply to some job-seekers and not others creates a culture in which many diverse candidates begin to feel excluded.

One of the most effective ways to improve your interview process is to create a consistent routine that applies to every single person who comes in for an interview.

For example, if you offer a virtual interview to one candidate, make sure virtual interviews are options for every candidate. Select interview questions beforehand using a diverse set of decision-makers, and stick to those questions.

Let your process be clear, fluid, and uniform in order to give all job-seekers equal opportunity.

#2 Include tasks along with traditional interview discussion.

While traditional interview question-and-answer sessions have some benefits, such as to observe an applicant’s communication skills, there are also shortcomings. Simply discussing a job-seeker’s work experience or expertise can put candidates who are not as well-spoken or charismatic at a disadvantage, even if they are highly qualified for a position.

In order to create more balance and create more opportunity in the interview, try incorporating small tasks into your process. Tasks might include a speed typing test, a role-playing scenario, or a demonstration of a specific skill in a program like Excel or Adobe.

Observing a candidate’s skills at work is an excellent way of understanding an applicant’s true capabilities rather than just their self-presentation.

#3 Incorporate diversity into the interview process.

Selecting one person from your team to conduct interviews and make hires can result in biased hiring at best and exclusion at worst. Instead, try creating interview panels made up of a diverse group of team members. A diverse group of interviewers will communicate to diverse applicants that their unique perspectives are welcomed and appreciated at the company. It will also greatly reduce bias in the hiring process.

In order to create an inclusive and diverse workplace, it’s essential that you create opportunities with a simplified application process. Regularly auditing your processes will help you attract the top diverse talent that you seek. Our guide, “Connecting to Diverse Talent: Application Process”, will walk you through the process of how to do just that. It’s easy to do, and you can get started today! So what are you waiting for? Download our Guide today! Happy recruiting!

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