Employment Interviewing: Diverse Applicants Speak Out – Book 1

Barriers That Cause Employers to Lose Qualified Applicants

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Product Description

This is the first book in this three-book series. It introduces key concepts and lays the groundwork for looking at how diversity plays out in the employment interview process. The interview process is the critical point that determines whether applicants are brought into an organization or screened out. This book presents a unique approach to integrate diversity into the employee selection process by helping interviewers and hiring managers “see through the eyes” of diverse applicants. All quotes and stories in this book are from real people and situations gathered from the author’s firsthand research and experience. It includes:

  • Racial/ethnic, sexual orientation, disabilities, age, and size perspectives
  • Skills and cultural competencies for interviewing
  • Barriers that can cause qualified applicants to be overlooked
  • Tips to create a more inclusive and welcoming employee selection process
  • Quizzes at the end of each Part to reinforce learning

This book offers examples of what diverse applicants want and what interviewers might be doing to lose them.  The author felt that diverse applicants were in the best position to answer interviewers’ questions like:

  • What is my company doing wrong to cause us to lose good applicants?
  • How can we make our interview process more fair for diverse applicants?
  • What are diverse applicants looking for in a job and employer?
  • How can we get applicants to open up and talk about their work experiences?
  • What might our staff be doing that is offensive to diverse applicants?

Testimonial

“Great eye-openers!!  Lila’s books are unique in that they provide literal examples of interview situations that impact applicants in ways supervisors may not have ever considered.”
– Jennifer S. Evans-Hall, PHR, Staffing Manager, HR Department

Additional testimonials

Contents

Part One: Bias, Interviewing Skills, and Cultural Competencies

CHAPTER 1: IDENTIFYING BIAS

  • The “Similar to Me” Effect
  • The “Halo” Effect
  • Recent Accounts of Bias
  • Examples

CHAPTER 2: INTERVIEWING AS A SKILL

  • Descriptions of Interview Skills
  • Examples of Skilled and Unskilled Interviewers, Skilled and Unskilled Interviewees

CHAPTER 3: DEVELOPING CULTURAL COMPETENCIES

  • Descriptions of Competencies
  • Examples of Non-Culturally Competent Interviewers

PART ONE QUIZ

Part Two: Barriers That Cause Qualified Applicants to Be Screened Out

CHAPTER 4: CULTURAL DIFFERENCES AS A BARRIER

  • Applicants’ Perspectives on Cultural Differences
  • Interviewer Perspective on Cultural Differences

CHAPTER 5: INTERVIEWER BIAS AS A BARRIER

  • Examples of Interviewer Biases

CHAPTER 6: BIAS AND THE INTERVIEW TEAM

  • Assessment of Your Interview Team
  • Hidden Bias

PART TWO QUIZ

Part Three: Barriers That Cause Applicants to Screen Out Employers

CHAPTER 7: BARRIERS THAT AFFECT AN APPLICANT’S COMFORT LEVEL

CHAPTER 8: INTERVIEWER’S COMFORT LEVEL AS A BARRIER

  • Disclosure of Personal Information as a Source of Interviewers’ Discomfort
  • Causes of an Interviewer’s Discomfort

CHAPTER 9: DIVERSE APPLICANTS’ PERSPECTIVES ON AREAS FOR BUILDING CULTURAL COMPETENCIES

  • Applicants’ Perspectives on Negative Interview Factors

PART THREE QUIZ

Part Four: Moving to Action

CHAPTER 10: WHAT DIVERSE APPLICANTS WANT INTERVIEWERS TO CHANGE ABOUT THE INTERVIEW PROCESS  

  • The Employee Selection Process as a System
  • Suggestions for Interviewers: disability, gay/lesbian, racial/ethnic, and person of size perspectives

CHAPTER 11: TIPS AND SUGGESTIONS

  • Individual-Level Cultural Competencies
  • Organizational and System-Level Cultural Competencies

QUIZ ANSWERS

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