Product Description
Integrate Diversity into Recruiting, Interviewing and Hiring
This book guides employers through a process to identify unconscious bias, eliminate barriers for diverse applicants and create inclusive interviewing, hiring and recruiting practices. Quizzes are included to enhance the reader’s learning
Based on research
The information in this book is based on Lila Kelly’s research and experience in the areas of diversity and inclusion, human resources, recruiting and hiring, and career transition for over 25 years. Her research has included interviewing hundreds of people of diverse backgrounds to capture their perspectives as applicants experiencing unconscious bias during the recruiting, interviewing and hiring process. Included are perspectives from people of diverse backgrounds, including race/ethnicity, disability, LGBTQ, size and gender. Her research encompasses all industries and a broad range of professions, including CEO, computer engineer, doctor, lawyer, receptionist, HR professional, school teacher, customer service representative, supervisors, manager, and more. All quotes and examples in this book are from real people and situations gathered from the author’s firsthand research and experience.
This book includes numerous examples of unconscious bias. It examines the practices and styles of individual interviewers as well as the processes and systems within an organization. The goal is to develop individual and organizational cultural competencies.
It includes four Parts. (See “Contents” tab above for more detail.)
PART ONE identifies unconscious bias and barriers to inclusive interviewing, hiring and recruitment. It describes how unconscious bias and interviewing skills affect the hiring process and can create barriers for diverse applicants within an organization and an interview team. From highly-qualified diverse applicants’ perspectives, it identifies the reasons they would reject a job offer.
PART TWO describes cultural competencies needed for interviewing and hiring from a diverse applicant pool. It closely examines cross-cultural dynamics and the manifestation of unconscious bias and cultural misunderstandings in the employment interview and hiring process. From diverse applicants’ sharing their experiences, readers will gain deeper insights into what unconscious bias actually looks like.
PART THREE addresses diversity in the hiring process at a more technical level. It integrates diversity and inclusion into commonly-asked interview questions, the interviewer’s style, and the structure of the interview process. Addressing diversity during the hiring process, whether it is mentioned by the applicant or the interviewer, is discussed in detail.
PART FOUR focus on organizational diversity and inclusion related to interviewing, hiring and recruitment. It will helps the reader assess where their organization is on an organizational cultural competency spectrum. It discusses strategies and initiatives at the organizational level involving recruitment, internet application systems, interviewing and hiring practices, written documentation, and employee retention.
“Your book is great…research- based, flows well, and interesting. You have revealed what is missing in hiring quality people…the interview process and understanding barriers (known and unknown). Thank you for all of your hard work and research over the years and your willingness to share with our district.”
―Dr. Linda Hopper, Assistant Superintendent, Cleveland County Schools, NC
“This book is an invaluable resource for the Medtronic A.B.L.E.D. Employee Resource Group mentoring program. The case vignettes illustrate scenarios which may serve to sensitize an inexperienced interviewer or applicant. What a great contribution to the field of human resources!” ―Dayna L. Wolfe, M.D., Medtronic, Inc., A.B.L.E.D. Employee Resource Group Steering Committee Co-Chair
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Blended Learning and Train-The-Trainer
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