Tips For Interviewing Diverse Candidates

I am starting to hear it daily from candidates we are trying to help. Candidates, especially those with disabilities, are becoming disillusioned. See, the thing is, it is ridiculously short-sighted. I know what companies are thinking at the moment: there are a lot of candidates out of work, big numbers. We have the pick of masses. Just because you have a big number to pick from doesn't mean you can afford to drop your standards and think you can have a slap-dash recruitment process. It will come back to bite you. Do you know why? It's because the tides will turn again. It always does in recruitment. At some point, there will not be as many candidates to hire, and it's these times that people will remember. Candidates talk, and news travels fast. They remember the bad experience way more than the good experience. For candidates with disabilities, these experiences can be even more impactful. An inclusive and accessible recruitment process is not just about fairness; it's about respect and common courtesy. Here are some steps to make the process more inclusive: 1. Accessible Job Descriptions: Ensure job descriptions are available in accessible formats, including screen reader-compatible text and large print versions. 2. Inclusive Communication: Use clear, simple language and provide multiple ways for candidates to reach out or ask questions. 3. Flexible Interview Formats: Offer alternatives such as virtual interviews, written responses, or extended time for assessments. 4. Physical Accessibility: Ensure interview locations are accessible, including ramps, elevators, and accessible restrooms. 5. Assistive Technologies: Provide necessary assistive technologies for candidates during interviews and assessments. 6. Training for Hiring Teams: Educate hiring teams on disability awareness and inclusive practices. 7. Feedback Mechanism: Establish a feedback mechanism where candidates can share their experiences and suggest improvements. So let’s clean up our act and start putting candidate experience first. Prioritizing accessibility and inclusivity can lead to a richer, more diverse workforce and a stronger organizational reputation. A respectful, inclusive process is common courtesy. Cheers ID: "A social media post by Puneet Singh Singhal with the handle @puneetsiinghal. The post reads, 'Excluding talent due to inaccessible hiring practices is short-sighted and costly. #DisabilityPrideMonth'" #DisabilityPrideMonth #SDGs #AXSChat #Accessibility #Equity #Hiring #HR #Leadership #WeAreBillionStrong

Hi Network. What if you can´t hear well and need to find a job? This weekend I attend a music festival (after long years not doing so) and on the restrooms way, I found very inclusive how they deal with people with disabilities. Can you imagine a place where 80.000 people gather to listen their favor singers and is high inclusive? They have a dedicated space, people carrying them along, providing food and drinks for their demands and create an environmental where their disabilities where replaced by joy and fun. Kudos. On my way back and planning my Monday start, I was thinking on people with disabilities. I know many company provide them support, and my thoughts where, how do they know that? How can we remove their fears to hide any physical disadvantage out of their minds and focus on their capabilities? I was reflecting in many interview processes I have been through. Since I am extremely visual and need to draw my ideas for better expression, I felt myself sometimes, unable to communicate, specially now when is done online. Here are some practical suggestions and why you might want to adopt it: 1. Provide Multiple Formats: Some of us are visual learners, while others grasp information better through listening. Offering application materials and interview questions in various formats ensures everyone can engage effectively, showcasing their true potential. 2. Flexible Interview Settings: Flexibility in choosing between virtual or in-person interviews and ensuring spaces are accessible can make a huge difference. For instance, a quiet, comfortable environment can help candidates who might be easily distracted or anxious perform at their best. 3. Training for Interviewers: Providing training on disability awareness and inclusive practices is crucial. This helps the hiring team understand diverse communication styles, ensuring that interviews are fair and unbiased, and valuing each candidate’s unique abilities. 4. Clear Communication: Clear instructions and expectations, given well in advance, can help candidates prepare better. This is especially important for those who might need accommodations. Knowing what to expect reduces anxiety and allows candidates to focus on presenting their best selves. 5. Use Assistive Technologies: Incorporating tools like screen readers or speech-to-text services ensures that all candidates, regardless of their abilities, can participate fully. This levels the playing field and allows everyone to demonstrate their qualifications without barriers. 6. Inclusive Job Descriptions: Writing job descriptions that focus on essential skills rather than unnecessary qualifications helps attract a diverse range of applicants. Highlighting your commitment to inclusion can make your organization more appealing to top talent who value equity. Adopting these practices is about recognising and valuing the diverse ways people contribute. 💡 Have you tried any of these suggestions? How have they worked for you?

Navigating the employment market in the U.S. can be a daunting task. Despite our efforts in meticulously editing our CVs and tailoring cover letters for prospective jobs, success in the #recruitment process often hinges on 𝐡𝐨𝐰 𝐭𝐡𝐞 𝐩𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐝𝐞𝐬𝐢𝐠𝐧𝐬 𝐭𝐡𝐞 𝐚𝐜𝐭𝐮𝐚𝐥 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭. Having recently undergone a positive recruitment process, I am eager to shine a spotlight on how Elisabeth Cohen of the Climate Action, Sustainability and Resiliency - City and County of Denver executed equitable hiring practices. 𝐒𝐞𝐧𝐝𝐢𝐧𝐠 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 𝐐𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬 𝐢𝐧 𝐀𝐝𝐯𝐚𝐧𝐜𝐞: Sending interview questions in advance is a good practice as it allows candidates to prepare thoroughly, fostering more thoughtful and well-structured responses. This approach promotes #fairness, ensuring all candidates have an #EqualOpportunity, while also reducing interview-related stress. 𝐌𝐨𝐭𝐢𝐯𝐚𝐭𝐢𝐨𝐧-𝐁𝐚𝐬𝐞𝐝 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 (MBI): Prioritizing MBI extends beyond evaluating technical skills, offering insights into authentic enthusiasm, passion, and commitment. In certain instances, possessing relevant skills alone may not suffice; individuals overflowing with enthusiasm and passion often contribute to work with equal or greater efficacy. 𝐒𝐤𝐢𝐥𝐥𝐬-𝐅𝐢𝐫𝐬𝐭 𝐀𝐩𝐩𝐫𝐨𝐚𝐜𝐡: By prioritizing 𝘤𝘰𝘮𝘱𝘦𝘵𝘦𝘯𝘤𝘪𝘦𝘴 over traditional markers, CASR paved the way for candidates from diverse backgrounds. 𝐓𝐫𝐚𝐧𝐬𝐟𝐞𝐫𝐚𝐛𝐥𝐞 𝐒𝐤𝐢𝐥𝐥𝐬 𝐀𝐩𝐩𝐫𝐨𝐚𝐜𝐡: From the first screening interview onwards, it became evident that the hiring manager strongly prioritized transferable skills. Recognition of the value of transferable skills speaks volumes about CASR's commitment to assessing candidates beyond traditional qualifications. It's a game-changer that not only acknowledges the wealth of experiences individuals bring from various backgrounds but also enriches the organization with diverse perspectives and capabilities. 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲: The CASR team demonstrated effective communication with candidates throughout every stage of the process. Transparency was key – from a clear timeline at each stage to ample time for tasks, the CASR Team ensured no guessing games about application status. Feeling #seen, #heard, and #valued throughout the entire journey was an empowering rarity. 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧: The recruitment process fostered a secure and inclusive atmosphere, allowing the candidates to bring their authentic selves. CASR's recruitment practices are a beacon for other organizations aiming to create inclusive and equitable hiring processes. Hats off to the CASR Team for their unwavering dedication to Diversity, Equity, and Inclusion (#DEI). Encourage more organizations to embrace these practices by sharing and commenting on this post, thereby raising awareness on #EquitableHiring practices.

Today is #WorldAutismAwarenessDay. This day has personal meaning to me because my son Matt has Autism. Next month, he'll graduate from college and embark on his next challenge: finding a job. Actually, he currently has two jobs. He’s got a strong work ethic – after all, he's my kid! To clarify, his challenge will be finding a job in his major that puts him on a path to the career he dreams about: creative writing. Landing a job is the same challenge that every college graduate will face, but for people on the spectrum, this process is more difficult because of one big factor: the interview. I don’t want to make generalizations about all neurodiverse individuals. I can only speak to the experience we've had over the past few summers helping him find part-time work. I’ve been that Mom listening in, sometimes watching from afar, so I’ve witnessed how painful the interview is – on both sides. This is what I’d like to bring attention to during #WorldAutismMonth. Since I have connections with so many in #recruiting, I’d like to raise awareness about having interview processes that accommodate people who are on the spectrum and to request that more employers provide training to their recruiters and hiring managers about communicating with neurodiverse candidates. A few suggestions (from this Mom’s experience): ☑Talk first to put the candidate at ease. But don’t expect an exchange of small talk. ☑Warm up with a few Yes/No questions or questions that elicit factual answers, like “When did you graduate?”. This will give them some early confidence. Then gradually ask open ended questions. Be prepared for two extremes: short answers or long responses. ☑If the candidate starts to go off topic, find the right moment to interject with a comment that relates to their topic, showing you connect with them, then redirect the conversation back to the interview. ☑If the candidate responds without really answering your question, rephrase it and give them an example response or even a few choices. ☑Don’t be put off by a lack of eye contact, especially when the candidate is talking or thinking. Likewise, a lack of smiling isn’t an indication that the person isn’t happy or fun. ☑Be patient with stutters and filler words - these disfluencies are common. It may take them longer to process a question and say what they want. ☑They may start talking before you finish your question or interrupt you. They’re not trying to be rude; impulse control can be hard. ☑If you’re ready to wrap up, just say it. Don’t depend on them to pick up on body language.  ☑If you have instructions at the end of the interview, follow up by email with the next steps in writing. If we can provide extra support during interviews, I’m convinced that Autistic people would have more opportunities to find meaningful careers that realize their full potential. They have so much talent, intelligence and creativity - just imagine the impact they could make on your team! #ActFearlesslyForChange