When extending a job offer, it is essential to understand the reasons behind an applicant’s decision to accept or decline. While it’s easy to identify the factors influencing a positive decision, the reasons for rejection often remain undisclosed.

Diversity hiring necessitates considering various factors that could impact an applicant’s perception of your organization. Interactions with individuals not directly involved in the interview process can significantly sway an applicant’s decision. Subtle or overt behaviors from interviewers, hiring managers, or even receptionists can create an environment where potential employees feel disrespected or unwelcome. Let’s delve into an example from Lila Kelly’s research on diversity in the interview and hiring process, shedding light on the intersection of diversity and hiring experiences.

Lakeisha, an HR Employment Representative and African American, shared her experience: “The people I met in the HR department were very nice. When I met the woman who administered the employment test, it was another story. It was like she thought I wouldn’t understand the test and wouldn’t do well. After I read the test instructions, she felt it was necessary to explain what I had just read. It was the kind of thing that really gave me a negative feeling about that organization. I went home with a bad taste in my mouth that day.”

Actions based on assumptions about an applicant can stem from unconscious bias, impacting the interview process. Being aware of biased behaviors is crucial, as they can influence whether an applicant chooses to proceed or withdraw. Every individual an applicant encounters during the interview process should contribute to making them feel at ease.

The primary aim of the interview process is to hire qualified employees. To remove hidden obstacles for diverse applicants, organizations should invest in learning and implementing non-biased behaviors during interviews.

For a comprehensive understanding of unconscious bias and effective methods to eliminate barriers for diverse applicants, consider exploring online training programs on Integrating Diversity and Inclusion into the Hiring Process.

 

 

Copyright © 2024 Lila Kelly Associates, LLC. Reproduction without written permission from Lila Kelly is prohibited. Since 1992, Lila Kelly Associates has been dedicated to Integrating Diversity into Recruiting, Interviewing, Hiring, and Retention. This article features excerpts from Lila Kelly’s online training and books available at DiversityIntegration.com. Stay updated on the latest from Lila Kelly Associates LLC & DiversityIntegration.com subscribe to our newsletter.