TOP KPIS TO MEASURE POST-IMPLEMENTING SKILLS-BASED HIRING

1. Quality of hire before and after the implementation of skills-based hiring.

2. Diversity of hire before and after the implementation of skills-based hiring.

3. Top skills among new hires.

4. Skills to be developed among new hires.

#skillsbasedhiring #dei #informedecisions

WHY IS SKILLS-BASED HIRING PIVOTAL FOR DIVERSIFYING YOUR WORKFORCE?

Skills-based hiring offers a powerful approach to diversifying the workforce by
looking beyond traditional measures such as experience, education, and other
credentials. Instead, it focuses on assessing a candidate's specific skills and
abilities that are relevant to the job at hand. By adopting this approach, you can
provide opportunities to individuals who may have acquired skills through
alternative pathways or non-traditional backgrounds. This opens doors for
candidates who may have faced systemic barriers or lacked access to traditional
educational resources.

#skillsbasedhiring #dei #informedecisions

HOW IS SKILLS-BASED HIRING MORE INCLUSIVE THAN TRADITIONAL HIRINGING - A REAL-LIFE EXAMPLE

Imagine you are hiring for a sales position. With the traditional hiring approach you would say: “Let’s hire people with a degree in Business Administration a previous experience in sales. If they are coming from an Ivy League school or a well-known organization, that’s even better”. With the skills-based hiring approach, y would say: “Let’s review candidates from various positions that require excellent communication, working with targets, and independence. Where they studied and previously worked really doesn't matter, as long as they have the relevant skills''. By using a skill-based approach, you can open the position to many more candidates from various positions such as recruitment, admin, marketing, operations, and more. You also open your pipeline to candidates who did not have the privilege or opportunity to study or learn at well-known institutions.

#skillsbasedhiring #dei #informedecisions

KPIS TO MEASURE THE EFFECTIVNESS OF STRUCTURED INTERVIEWS AND BIAS TRAINING IN BIAS REDUCTION

1. % of diverse candidates hired pre and post-implementing structured interviews and/or bias training.

2. Interview scores provided to diverse candidates vs. non-diverse candidates.

#dei #interviews #informedecisions

DO STRUCTURED INTERVIEWS AND BIAS TRAINING REALLY WORK IN REDUCING BIAS IN THE HIRING PROCESS?

Over 100 years of research evidence has proven that structured interviews predict
job performance better than unstructured interviews and are fairer toward diverse
candidates. Bias training, on the other hand, is showing mixed results. The key
reason is that most information tends to be forgotten and people tend to revert to
their old ways of decision-making.

#dei #interviews #bias #informedecisions

WHAT EVERYONE IS DOING DO REDUCE BIAS IN THEIR HIRING PROCESS?

Thanks to everyone who participated in our survey 'What actions are you taking to reduce bias in your interview process'.

As it arises from the survey, most of you are practicing bias training, interview guides, and scorecards.

Bias training and structured interviews are gradually and steadily becoming a best practice, as organizations recognize their importance in promoting diversity in the hiring process.

By implementing interview guides and scorecards, companies provide a consistent and fair evaluation framework for all candidates. For instance, companies like Amazon and Facebook have adopted structured interview guides to standardize the interview process, ensuring that all candidates are assessed against the same set of criteria. These guides outline the questions and evaluation criteria that interviewers should follow, reducing the potential for bias and enabling a more objective assessment. Furthermore, organizations like IBM and LinkedIn have invested in unconscious bias training programs, educating their hiring teams on implicit biases that may affect decision-making.

But are these practices actually effective? What can you do as a talent leader to differentiate yourself and stay on top of the curve?

Stay tuned for my next post and check out the link below ↓

#dei #interviews #bias #informedecisions

4 KPIs TO MEASURE THE DIVERSITY OF YOUR TALENT PIPELINE

4 KPIs TO MEASURE THE DIVERSITY OF YOUR TALENT PIPELINE:

The last one is very important, as it can help you understand if there is any specific stages where you tend to lose more divers candidates.

#dei #interviews #informedecisions

DIVERSIFYING YOUR TALENT PIPELINE -IMPORTANT BUT NOT SUFFICIENT

Thanks to everyone who participated in our survey "WHAT ACTIONS ARE YOU TAKING TO DIVERSIFY YOUR TALENT?".

We were pleased to see that many of you are taking multiple active steps to diversify your talent pipeline.

And you are definitely not alone, a growing number of global companies recognize the importance of this and are making dedicated strides to diversify their candidate pool.

Notable firms like Google, Microsoft, and Salesforce are leading the way. They actively expand their diverse talent pipeline by sourcing varied talent, collaborating with organizations that support underrepresented groups, participating in diversity job fairs, using online platforms that cater to diverse communities, and leveraging social media. They also promote pipeline programs, internships, and scholarships aimed at underrepresented groups for a more inclusive workforce.

The assumption underlying these efforts is the “law of large numbers”: if we have more diverse candidates entering our pipeline, we are more likely to hire a diverse set of candidates. However, this assumption overlooks the abundance of human bias in recruitment processes, causing diverse candidates to fall between the bias cracks."

#dei #interviews #informedecisions

Should companies instruct recruiters to avoid hiring white men in the name of diversity? Informed Decisions weighs in.

Should companies instruct recruiters to avoid hiring white men in the name of diversity? Informed Decisions weighs in.

A recent survey by @Hung Lee revealed that approximately 40% of recruitment professionals have been either explicitly or implicitly directed not to hire white men.

We were pleased to see that the vast majority of you disagreed with this approach. At Informed Decisions, we concur, and here's why:

The path to achieving diversity shouldn't involve overt discrimination against any group, regardless of historical advantages.

The most equitable and informed approach is to establish an infrastructure that supports unbiased, data-driven decisions.

This infrastructure should consider both qualifications and diversification goals.

For instance, if a male candidate outperforms a female candidate, he should be chosen for the job.

However, if their qualifications are closely matched, preference should be given to the female candidate, assuming there's a diversification objective.

Another critical aspect is holding hiring teams accountable for their diversity and inclusion targets.

We've observed numerous organizations with impressive strategies that don't resonate at the leadership and team levels, making them appear more as hollow slogans than genuine commitments.


#DEI #interviews #informedecisions

THE DIFFERENCE BETWEEN DIVERSITY AND INCLUSION

The fact that you brought more diverse candidates into the pipeline does not mean that they will get hired (are you utilizing practices to reduce bias in your interview process and make it more inclusive).

Similarly, the fact that you’ve hired diverse candidates, does not mean that they will stay in the organization (have you put in place mechanisms and a culture that will allow diverse candidates to feel heard and included?)

picture source: @yesimhotinthis