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Diversity Hiring: How to Leverage Recruitment Technology for Your Pipeline
- 5. Diversity Hiring: How toLeverage Recruitment Technology for Your Pipeline
- 6. How to LeverageRecruitment Technology for Your Pipeline ● Definitions ● Business case for diversity ● Data and diversity ● Future of data-driven diversity AGENDA
- 7. Speaker Dean Delpeache Professor &Consultant and Director, Talent & Diversity Today’s Speaker
- 8. Poll #1 Do youcollect any diversity metrics? 1. Definitely 2. We collect some, but not sure how relevant they are 3. No, not at all
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- 10. We are hiringhumans
- 11. Business Case for Diversity 15%+ 35%+ 10%+ 1.1%+EBIT – US 5.8%+ – UK Bottom Quartile Diversity Matters – McKinsey 2015
- 12. Data and Diversity Sixareas we can capture, analyze and use data to promote diversity and inclusion in our organizations 1. Re-Thinking Job Descriptions 2. Equity Statement 3. Applicant Diversity Survey 4. Pipelining for Diversity 5. Two in the Pool Methodology 6. Structured Interviewing
- 13. Job Description Example CompanyX is looking for Senior Mobile Software Developers (iOS). Our POS system is evolving and our customers are demanding more product capabilities and more flexibility with the current feature set. As a member of the Technology team, you will have the chance to work on some of our current product's iOS features to help deliver and iterate on solutions that meet these demands. Qualifications • In-depth knowledge of Swift or Objective-C • 5+ years of experience developing native iOS apps in a production setting • Deep understanding of blocks, GCD, memory management, and Cocoa design patterns • Demonstrated history with UIKit, Core Animation, Core Data and SQLite • Experience with various app architectures, like MVC, MVVM, etc. • Thorough understanding of networking and RESTful APIs • Experience working on teams in an agile-scrum environment • Ability to clearly communicate, help lead technical decision making, mentor less experienced developers and estimate delivery effectively Speak to your diversity practices in your boilerplate Nice-to-haves and must-haves Consider gendered language i.e. exceptional vs. dynamic
- 14. We recognize thatpeople come with a wealth of experience and talent beyond just the technical requirements of a job. If your experience is close to what you see listed here, please still consider applying. Diversity of experience and skills combined with passion is a key to innovation and excellence; therefore, we encourage people from all backgrounds to apply to our positions. Please let us know if you require accommodations during the interview process. Equity Statement
- 15. “Did our equitystatement encourage you to apply?” 51% 20% Yes somewhat
- 16. Applicant Diversity Survey SurveyPreamble We value diversity and encourage all qualified applicants to apply to our open positions. As such, we invite you to complete this optional and confidential survey to help us evaluate our diversity and inclusion efforts. Submission of this form is 100% voluntary and refusal to participate will not subject you to any adverse treatment or affect your job application whatsoever. The information obtained through this survey will be kept secure, confidential and will be used solely to evaluate our diversity and inclusion efforts in our recruitment process. Your answers will be 100% confidential and will not be linked to your name and application in our system. Thank you so much for your time. Diversity, Inclusion, Belonging and Equity are at our core and we always strive to make it even better.
- 18. Applicant Diversity Survey 92.1% OverallResponse Rate
- 19. Pipelining for Diversity • JobBoards, Networks and Sourcing • Partnerships & Networks • Referral Network Events/Conferences Third-Party Vendors Focused on Diversity Maximize Your Digital Channels
- 20. Two in thePool Methodology Source: Stefanie K. Johnson ET AL, HBR.org The Relationship Between Finalist Pools and Actual Hiring Decisions According to one study of 598 finalists for university teaching positions. Composition of Finalist Pools Likelihood of Hiring a Woman
- 21. Moving the Dial NewHire Gender Breakdown January - June 2020 New Hire Gender Breakdown July - October 2020
- 22. Structured Interviewing RESUME REVIEWSIMULATIONS AND SITUATIONAL EXERCISES STRUCTURED INTERVIEWING DIVERSIFY HIRING TEAMS
- 23. Future of Data-DrivenDiversity Applicants Candidates Employees Leadership Compensation - Promotions/Transfers/Exit s - Career Development - 100% Self Identification Inclusive Leadership Training and Education 360 Feedback with Inclusivity Questions Male applicants apply if they have 60-70% of the qualifications Female applicants apply when they have 90-100% of the qualifications Analyzing Pay/Equity Gender Gap: 17% in 2019 (CD Howe) Two in the Pool Interview Process: 79.14% Women - 193.72% - Racialized Hires - Diversified Hiring Practices - Partnerships
- 24. Poll #2 What isone tangible action that you would like to start implementing? 1. Re-Thinking Job Descriptions 2. Adding an Equity Statement 3. Applicant Diversity Survey 4. Pipelining for Diversity 5. Two in the Pool Methodology 6. Structured Interviewing 7. All of the above
- 25. …But remember humanity Datais great…
- 26. Poll #3 Would youlike a demo of LeverTRM? 1. Yes, please put me in touch with Lever’s sales team! 2. No, thank you.
- 27.