Despite considerable effort to have objective recruitment, companies struggle with unconscious bias.
The focus on recruiting and hiring underrepresented talent (URT) has increased over the past two years. However, many organizations still face obstacles despite these well-intentioned efforts. It is still challenging for them to build inclusive cultures despite training and workshops for unconscious bias, sponsorship and mentoring programs, employee resource groups, etc.
Recruiting for diversity is a long-term game. It is also everyone’s responsibility within the organization — not just talent acquisition, HR or the DEI team. A company's diversity hiring initiatives can't succeed if everyone on that team is not true to the company's core values, genuine intentions, and diversity goals.
Bad hiring decisions account for up to 80% of employee turnover and the cost of turnover is 2.5X the annual salary of the position. Implicit bias begins from the moment we define the role, but especially rears its head in face-to-face interviewing.
Even if you work on your conscious mindset, unconscious mental shortcuts and split-second decisions prevail - especially in the recruiting process that is so dependent upon first impressions.
Ensure that your recruitment processes have equitable outcomes by addressing these questions:
LinkedIn Talent Solutions: Confronting Diversity: Grab your Bias by the Roots
LinkedIn Learning: Diversity Recruiting by Stacey Gordon
Diversity Officer Magazine: The Fool Proof Cultural Diversity Recruitment Bias Buster
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