This Trainer Manual includes copies of the five online trainings and matching eBooks by the same titles in the DIVERSITY INTERVIEWING SERIES by Lila Kelly Associates, LLC: Moving Bias to a Conscious Level ― Eliminating Bias on the Interview Team ― Developing Cultural Competencies and Skills ― Developing Inclusive Interview Questions ― Greeting with Inclusive Style & Body Language.
This manual is packed full of potential discussion and learning points and includes participant worksheets for the online trainings and the Cultural Competence Continuum handout to be used during the full-day workshop.
Each organization has unique issues related to diversity and hiring, and the material in this manual should be tailored to the needs of each individual organization. The activities, quizzes and suggested discussion points throughout this manual can serve as a starting point to stimulate group discussion and address issues that exist in your workplace.
Use this Trainer Manual along with our matching online trainings or eBooks as a Just-In-Time training program for your entire hiring team. For more information on our train-the-trainer program, contact us at firstname.lastname@example.org or 651-983-4489.
Note: The paperback manual is printed in black and white and the eBook is in color.
Testimonials from blended training workshops
“The e-learning component grounds participants with the same baseline information. The real learning (for me) happened through the follow-up discussion. The discussion was rich, and I appreciated the diverse perspectives and insights provided by other participants.”
“There is so much added to the e-learning by the discussion. It also can help facilitate cultural change when a work group experiences the training together. The framework for this training provides a great opportunity for colleagues to have a facilitated conversation together, so everyone can work on changing the culture as a team.”
“I like the blended training format – laying out standard questions, why they may not work, and alternative ways to get at the information. The online format was very helpful and easy to follow. The discussion immediately afterward allowed for the learning to be cemented.”
“This online training is short and to the point, stays on track, and has good examples with specific case studies. Then a great discussion with other professionals in same or similar roles. It is very appropriate for hiring managers who do minimal interviewing. This is a great resource for any organization that would like to focus on diversity and inclusion at all levels.”
This training is also available as an in-house workshop and train-the-trainer program (contact us to discuss), and as online trainings and eBooks at DiversityIntegration.com.
This manual contains the following five full versions of the Diversity Interviewing Series online training courses, with discussion questions and quizzes.
MOVING BIAS TO A CONSCIOUS LEVEL 4
Identifies biases, which may be otherwise hidden to interviewers and hiring managers, to help move interviewers’ bias to a conscious level.
PART A: Revealing Hidden Bias
PART B: Examples of Interviewers’ Hidden Bias
PART C: Cultural Misunderstandings and Bias from Racial/Ethnic Perspectives
ELIMINATING BIAS ON THE INTERVIEW TEAM 22
Designed to increase interviewers’ awareness of bias in themselves and in others on the interview team and eliminate bias at the individual and organizational levels.
PART A: Inconsistencies within Interview Teams
PART B: Exposing Systemic Bias in an Interview Team and Hiring Process
PART C: Methods for Eliminating Bias and Developing an Inclusive Interview Team
DEVELOPING CULTURAL COMPETENCIES AND SKILLS 38
Identifies cultural competencies and skills necessary for interviewers to achieve inclusive interview practices. It discusses situations of an applicant unexpectedly disclosing personal information that can make an interviewer uncomfortable. Methods are presented to see beyond interviewers’ biases and cultural misunderstandings and evaluate applicants on their actual skills, knowledge and abilities for the job.
PART A: The Skill of Interviewing
PART B: Developing Cultural Competencies for Interviewing
PART C: Comfort Level with Diversity as a Cultural Competency
PART D: Methods for Becoming both Skilled and Culturally Competent at Employment Interviewing
DEVELOPING INCLUSIVE INTERVIEW QUESTIONS 60
Covers (1) Commonly asked interview question and reasons these questions might be difficult for diverse applicants to answer, (2) Alternative ways to ask these questions to obtain more useful information, and (3) A case study of structured and inclusive interview questions.
PART A: Interviewers’ Expected Responses and Diverse Perspectives on Commonly Asked Interview Questions
PART B: Development of Structured and Inclusive Interview Questions
PART C: Methods for Structured and Inclusive Interviewing
GREETING WITH INCLUSIVE STYLE AND BODY LANGUAGE 83
Putting what has been learned into action, this topic delves into the beginning of an interview with the greeting. Behaviors are explored that can influence an interviewer’s comfort level with and first impression of an applicant’s fit for a job. Diverse applicants’ perspectives are presented on interviewers’ greeting styles.
PART A: The Greeting
PART B: Diverse Applicants’ Perspectives on Interviewers’ Body Language
PART C: Interviewers’ Style in Asking Interview Questions
PART D: Alternative Approaches for Interviewers to Consider
ADDITIONAL DOCUMENTS (Full-Day Workshop Outline, Agenda Handout, Cultural Competence Continuum Handout, Course Evaluation, Online Training Worksheets) 101