Mini Modules Full Program

Online Training – Diversity Hiring MINI MODULES FULL PROGRAM – Includes racial/ethnic diversity

$129.00

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Product Description

Integrating Diversity & Inclusion into the Hiring Process Mini Modules Full Program includes three shorter trainings taken from key lessons in the more comprehensive Main Modules.

Moving Unconscious Bias to a Conscious Level

Cultural Competencies and Skills for Interviewing

How to Ask Inclusive Interview Questions

This mini modules program focuses on racial/ethnic diversity and identifies unconscious bias and barriers for diverse applicants in the interviewing and hiring process―the critical point that determines whether diverse individuals are brought into an organization or kept out. It also identifies cultural competencies and skills that are needed in these situations.

Features

  • One user, on-line training access 24/7.
  • You will have 90 days to complete the self-paced course(s).
  • Each of the three trainings takes approximately 20-30 minutes to complete.
  • Quotes, videos and examples are from real people and situations gathered from the author’s firsthand research and many years experience, and are not actors role playing or fabricated quotes.
  • Interactive activities and quizzes throughout the training.
  • Examples of unconscious bias are provided from ethnically diverse perspectives.

What This Training Is and Is Not

This training is grounded in decades of Lila Kelly’s research and experience in diversity, equity, inclusion (DEI), and the hiring process. It includes a variety of examples of situations where unconscious bias can exist, both at individual and systemic levels. Most of these examples can exist whether interviewing applicants or meeting new customers, patients, students, or their families.

This training is not just a video. It is designed for the active learner to think more deeply about these issues and involves reading text, watching short videos, and responding to activity questions and quizzes.

This training is not a quick fix. Effective DEI work takes time, and this training is a great starting point that includes ideas and suggestions for continuing to raise awareness, eliminate bias, and make sustainable changes in your hiring process.

Audience

Managers, supervisors and other interviewers.

“The online training was great! I can see us utilizing this as a training tool for managers and supervisors who conduct their own interviewing. I really liked the information on how to re-phrase interview questions to be more inclusive. The critical thinking questions helped me evaluate my own interviewing skills, the people who should be included in interviews, the interview questions, and the things my organization can do to highlight our respect for diversity.”    ―Pang, Associate Human Resources Representative, Federal Reserve Bank, Minneapolis, MN

Click the Lessons and Sample tabs above for more details.

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Blended Learning and Train-The-Trainer

Bring the learning to a deeper level with a facilitated Blended Learning workshop.

Bring this training in house to train your hiring managers and interview teams with our Train-The-Trainer program.

Lessons

MINI MODULES

Click each title for more details.

MOVING UNCONSCIOUS BIAS TO A CONSCIOUS LEVEL

This training defines culture and identifies unconscious bias at both the individual and system levels. Methods are presented to help interviewers’ move their bias to a conscious level and eliminate it. It contains a portion of the material from the Lessons 1, 2, 3 and 4 in the longer Integrating D&I into the Hiring Process Program – Module One, with a focus on racial/ethnic diversity.

CULTURAL COMPETENCIES AND SKILLS FOR INTERVIEWING

This training identifies cultural competencies and skills necessary for interviewers to achieve inclusive interviewing practices. It contains a portion of the material from Lessons 5 and 6 in the longer Integrating D&I into the Hiring Process Program – Module Two, with a focus on racial/ethnic diversity.

Methods are provided to help interviewers:

  • See beyond their biases and cultural misunderstandings to evaluate interviewees on their actual skills, knowledge and abilities.
  • Avoid overlooking important information about or offending interviewees.
  • React appropriately if an interviewee unexpectedly discloses personal information that makes the interviewer uncomfortable and/or should not be discussed in an interview.

HOW TO ASK INCLUSIVE INTERVIEW QUESTIONS

This training contains material mainly from Lesson 8, and examples from Lessons 7 and 9, of the longer Integrating D&I into the Hiring Process Program – Modules Two and Three. It includes:

  • Commonly asked interview questions, interviewers’ expected responses
  • Reasons why these questions might be difficult for diverse interviewees to answer
  • Alternative inclusive ways to ask these questions to obtain more useful information and make it easier for all interviewees to respond
  • A case study of structured and inclusive interview questions

Guidelines are presented in this training to help diverse applicants feel more welcomed and comfortable during the interview, which in turn will allow interviewers to obtain more complete responses to their questions.

Sample

To view samples of the training, click the individual module titles under the Lessons tab and then click the Sample tab.

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