3 OUT OF THE 5 FASTEST GROWING JOBS IN THE US ARE HR RELATED
LinkedIn recently released it’s 2023 “Jobs on the rise” report, in which it recaps the 25 fastest growing jobs over the past five years, based on job title analysis.
3 out of the top 5 growing jobs are HR analytics manager (#2), DEI manager (#3), and Employee experience manager (#5).
These are very encouraging findings that demonstrate organizations’ understanding of the importance of making data-driven people decisions, making their workforce more inclusive and diverse, and engaging their employees in order to retain them and enhance performance.
For HR professionals which are either leading a team or a part of a team, it’s a good time to ask yourself:
Are these 3 components a part of our HR strategy?
Do we already have these positions/capabilities in our team?
Have we clearly defined metrics in each of these areas that we are working towards?
FIVE WAYS TO MAKE YOUR JOB INTERVIEWS MORE INCLUSIVE AND DIVERSE
Job interviews are a crucial part of the hiring process, but they can also perpetuate discrimination and bias if not handled properly.
Here are five ways to make your job interviews more inclusive and diverse:
1. Review the position’s description and requirements: Make sure that the language you use in your job description and requirements is gender-neutral and doesn't exclude any particular group of people.
2. Train your interviewers: Provide training to your interviewers on unconscious bias and cultural competency. This will help them avoid making assumptions about candidates based on their appearance, race, or background.
3. Create a structured interview process: Use a consistent set of questions for all candidates and avoid relying on the interviewer's gut feeling. This will help reduce bias and increase the diversity of your hiring.
4. Be mindful of your body language: Be aware of your nonverbal communication during the interview, including maintaining eye contact, smiling, and nodding when appropriate.
5. Encourage diversity in your recruitment process: Consider recruiting from a variety of sources and actively reach out to diverse communities. This will increase the diversity of your candidate pool and give you a better chance of hiring a diverse and inclusive team.
By implementing these strategies, you can create a more inclusive and diverse hiring process that will help you to find the best candidates for your organization.
Remember, diversity and inclusion are not only values, but also drives better performance and innovation.
WHY INCREASING DIVERSITY IN YOUR HIRING PIPELINE WILL NOT NECESSARILY RESULT IN MORE DIVERSE HIRES
Increasing diversity in your hiring pipeline is an important step in creating a more diverse and inclusive workforce, but it is not a guarantee that your hiring will become more diverse.
Here are several reasons why:
1. Unconscious bias: Even with a diverse candidate pool, unconscious bias can still play a role in the hiring process. Interviewers may unconsciously favor candidates who are similar to themselves or who fit a certain stereotype.
2. Lack of diversity in the decision-making process: If the decision-makers in the hiring process are more homogenous (in ethnicity, gender, perspectives), chances for hiring diverse candidates decrease, as they may apply stereotypes and not appreciate diverse candidates.
3. Lack of inclusion: Even if a diverse candidate is hired, they may not stay with the company if they do not feel welcomed and included. A company culture that is not inclusive or welcoming to diverse individuals can push out diverse hires and discourage diverse candidates from applying or accepting a job offer.
It's important to understand the goal is not to "check a box," but to create an equitable and inclusive hiring process and work environment where everyone can perform at their best.
Therefore, it is important to remember that increasing diversity in your hiring pipeline is only one step in creating a more diverse and inclusive workforce. It is crucial that you are tackling unconscious bias, promoting a culture of inclusion, and retaining diverse employees.
WANT TO BROADEN YOUR HIRING PIPELINE - IMPLEMENT SKILLS-BASED HIRING
Imagine you are hiring for a sales position, how would each hiring methodology change your approach?
Traditional hiring practice: “Let’s hire people with a degree in Business Administration and previous experience in sales”
Skills-based hiring: “Let’s review candidates from various positions that require excellent communication, working with targets, and independence.
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.
Don’t believe us? Listen to what LinkedIn’s co-founder, Allen blue, had to say about skills-based hiring .
#informedecisions #skillsbasedhiring #interviews #recruitment #DEI
DON’T REVIEW A CANDIDATE’S RESUME BEFORE AN INTERVIEW
3 reasons not to review a candidate’s CV before an interview:
1. Efficiency - Pre-screening (CV screen and phone interview) should have covered all bio requirements for the position.
2. Accuracy - Skills beat previous experience in predicting job performance, so you’ll want to spend your interview time assessing if the candidate’s skill set match the job’s core skills.
3. Fairness - Resumes contain information that creates biases. For example, candidates who worked at well-known organizations or studied at well-known universities can be assessed more favorably without any connection to their capabilities. As interviewers, it might make us drop our guards down when interviewing them vs. other candidates who will be assessed more harshly.
This doesn't mean that previous experience and education shouldn't be considered in the hiring process. It’s just means that once candidate were screened and advanced to the interview stage, we should level the playing field for all.
#informedecisions #interviews #interviewbestpractices #hiring #recruitment #DEI #bias
I interviewed XXX yesterday.
I was highly impressed with _____ strong charisma. ____ charmed the hell out of me.
From the examples___ shared throughout the interview I could understand how goal-driven ____ was in ___career.
I felt at times ___ had been over-competitive, but I feel ___ ability to set boundaries for upper management, negotiate effectively and be assertive will make ___ succeed in this role.
If you filled in the gaps with “he”/”his” then you probably have “Gender Bias.”
Gender bias describes our tendency to assign specific behaviors and characteristics to a particular genders without supporting evidence. In this case, the description leaned towards “masculine” traits.
In an interview setting, a man might be rewarded for demonstrating these behaviors while women might be punished for demonstrating the exact same behaviors.
#informedecisions #interviews #recruiting #DEI #bias