You know you need to do a better job of recruiting diversity candidates, but you're still falling short of your goals. The problem may lie in 'hidden' biases that you're not even aware of. Here's how to combat them.
Don't post the job ad in English only. If your role requires a lot of interaction with a population whose first language isn't English, why not post the job ad (or parts of it) in that language as well as English? You'll attract more diverse candidates - and you may end up with someone who'll be more successful with your customers.
Go easy on jargon and region-specific slang terms in the job ad. Sentences like "Create value by leveraging stakeholder enthusiasm for productivity," are difficult for native English speakers to understand. They're even harder for people whose first language isn't English - and may keep them from applying.
Remove names from resumes before you screen them. Studies show that 'ethnic' names can affect how people perceive resumes. So have an intern remove the names from resumes before you do the screening process. That way you'll know you're judging them on skills, experience and presentation - not on any subconscious preconceptions.
Ensure your recruiting/hiring team is diverse. Diversity candidates tend to perform better when they're screened/interviewed by diversity employees, even if they aren't from the same background.
Make sure every candidate gets the same interview. As the statistics above demonstrate, diverse candidates are often given short shrift in the interview room. By having a formalized interview plan - in which everyone is asked the same questions, provided with the same information, and given the same amount of time, you increase the chances that a diverse candidate will perform well in the interview setting.
Graph above from the workexposed blog
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