This session is part of our ongoing series that focuses on Diversity, Inclusion, and Belonging.
In today’s round-table session, we will be focusing on “DeConstructing Bias” in the recruiting process.
1) Types of Bias (Implicit vs. Complicit)
2) Unconscious Bias Training: Yay or Nay?
3) How to Neutralize the Interview Process
Voluntary Pre-Work: https://implicit.harvard.edu/implicit/takeatest.html
Listen in on what our panelists have to say.
This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.
Click to Play the Recording
|Name & LinkedIn Profile||Group||Title||Company|
|Christina Shareef||TA Leaders||Head of Diversity, Inclusion & Belonging||Reddit, Inc.|
|Corrinne Wilsey||Recruiting Phoenix||Senior Manager, Diversity and Inclusion Outreach||Insight|
|Craig Campbell||TA Leaders||Vice President | Talent Acquisition||Match Group|
|Dan Cadigan||TA Leaders||Director of Talent Acquisition||4G Clinical|
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We asked our attendees, “Do you have a tip that you can give for helping recruiters manage a large req load?”
Here are their answers:
- Always be checking for biases
- Begin by understanding your own biases
- Bias awareness and standard interview questions for all candidates in the same req.
- blind out resumes
- Blind resume review
- blind resumes
- blind the resume when submitting to Hiring Managers
- blinded resumes
- Breakdown their recruiting process and ask them where they think biases could exist. Start the discussion & educate.
- company wide trainings
- Continuously ask yourself introspective questions
- Continuously train staff to eliminate it
- develop standardized interview questions
- don't focus on referrals
- educate your hiring team
- Get some good training for your hiring managers
- Go blind for the résumé review
- Have a culture team to ask culture questions, so that people can't aribtrarily say 'this candidate is not a culture fit'
- having structured interview questions and process
- here to learn!
- I have found letting all parties know we all have bias. Its ok to talk about it openly and all to recognize it and check it!
- Learn about other cultures and the norms for those cultures.
- Look at hiring Managers
- Make standardized behavioral based interview questions and guides
- make sure in the debrief you are redirecting the Hiring Manager back to meeting the Requirements of the position.
- Phone interview first
- Provide trainings and coach in the moment
- Providing real-life questions and examples
- Reduce opportunities for bias through structure. Build bias awareness.
- Remove biased language from job descriptions
- removing names and replace with numbers
- Review interview teams/panels prior to each interview to ensure it is a good representation of the team.
- reviewing resumes without looking at ethnicity through clubs, leadership, etc
- Set a structure you use for all candidates. Train your team.
- Sometimes just starting with recognition that it exists and an ability to talk openly about it,
- Specific and clear org wide goals with continuous metrics reporting
- structured interviewing has immensley helped our panel from just asking questions that lead to confirmation bias
- Tandem interviewers
- Textio - augmented writing platform
- There is a free online test from Harvard that helps identify implicit biases. It takes about 10 minutes per test.
- This roundtable is an excellent example.
- Through structured hiring efforts
- to have focused hiring manager teams for specific jobs
- Train everyone on diversity and inclusion; incorporate zero tolerance policy
- train interviewers
- Training for hiring manager
- unconcious bias training
- using metrics with the funnel of candidates
- We reviewed hiring, promotions, and development policies and guidelines. Performed a compensation analysis for gender bias. Re
- would love to learn
- yes, inherit bias training
Chat Messages from the Session…
10:02:25 >> From Kristine Nemeth : Hi Everyone!
10:09:54 >> From Jonelle Wilson : Most effective training method
10:09:57 >> From Catherine Hansen : @Corinne, who put together the content for this training>
10:10:01 >> From Catherine Hansen : Was this HR?
10:10:07 >> From Sean Rehder : For the audience…can you text a “yes’ if you are “bias” training at your company?
10:10:14 >> From Joe Lorono : Yes
10:10:18 >> From mercheley beuns to All panelists : yes
10:10:27 >> From Tracey Anderson : Yes
10:10:55 >> From Genevieve Crawford : Yes
10:10:58 >> From Kristine Nemeth : oh yes
10:11:29 >> From Jonelle Wilson : yes
10:11:34 >> From Paul Jentlie to All panelists : I would have but got laid off before it happened
10:11:38 >> From Rahul Dhawan : We have mostly focused on hiring manager
unconscious bias. Could Corinne talk specifically on the recruiter specific training on this?
10:19:16 >> From Jonelle Wilson : Has anyone considered that folks who have been on the receiving end of biases, could very well also have biases about the people who have biases against them?
10:23:15 >> From Bez Rengifo : Panelists: Who leads this unbiased initiative? HR/TA or the CEO? What have you found to be more effective?
10:23:49 >> From Jonelle Wilson : It has to be everyone
10:24:10 >> From Bez Rengifo : True…but someone has to lead it and own it.
10:24:54 >> From Jonelle Wilson : Our Chief Diversity Officer does, she sits in HR
10:24:55 >> From Catherine Hansen : Yes! Great idea
10:25:27 >> From Catherine Hansen : Hiring manager conversations where overt biases are present can be painful
10:25:45 >> From Bez Rengifo : Great Jonelle, but does the CEO actively support and champion it from what you have observed?
10:26:16 >> From Jonelle Wilson : Yes
10:26:17 >> From Bez Rengifo : Or better yet, how have you seen the CEO champion and support it.
10:26:22 >> From Bez Rengifo : ?
10:26:39 >> From Genevieve Crawford : We are a small company, doing low amounts of hiring.. what data can I bring to that meeting, to initiate the convo about improving diversity?
10:26:54 >> From May Macaria : Having a leadership sponsor is also critical to drive this for it to not only impact the recruiting, but also the culture once someone is hired
10:26:54 >> From Bez Rengifo : Thx for engaging Jonelle.
10:27:04 >> From Genevieve Crawford : One thing I’ve focused on is improving the diversity of EVERYONE’s network… BEFORE we need to hire…
10:27:06 >> From Jonelle Wilson : There was a segment on our company Town Hall made by him after the riots this summer
10:29:29 >> From Bez Rengifo : May Marcaria…yes you are correct. It goes deep down to the fiber of culture within the company. Way before recruiting but very important to TA.
10:29:39 >> From Genevieve Crawford : To the manager who won’t hire a man with a pony tail, you say: I’m going to do my best work for you, and help you hire THE BEST CANDIDATE, without regard to irrelevant information, like pony tails, man-buns, gender and skin color…
10:31:05 >> From Stacey Kramer : Ageism seems to be an ongoing and growing concern. Can you discuss?
10:31:40 >> From Bez Rengifo : Genevieve, this can be challenging in small companies as they are in the infancy of developing culture, however, it may be a great opportunity to help set it. What you are doing does matter and sometimes we have to start there and go up. Keep up the good work 🙂
10:32:31 >> From Genevieve Crawford : @Bez Rengifo – thank you!
10:32:33 >> From Kristine Nemeth : I get that all the time!!!
10:33:03 >> From Catherine Hansen : I just had that “order” the other day….very true/common.
10:33:11 >> From Joe Lorono : Craig – please talk more about that course correction?
10:33:20 >> From Catherine Hansen : +1
10:33:22 >> From John Sullivan : +1
10:33:23 >> From Chantell Cooper to All panelists : +1
10:33:23 >> From Dan Cadigan : +1
10:33:24 >> From Joe Sorrow to All panelists : +1
10:33:24 >> From Louann Keaveny : +1
10:33:24 >> From Tracey Anderson : +1
10:33:25 >> From Wahoo Fitness : =1
10:33:25 >> From Kristine Nemeth : y es
10:33:26 >> From Bez Rengifo : +1
10:33:26 >> From Stacey Kramer : +1
10:33:27 >> From Katherine Jackson to All panelists : +1
10:33:30 >> From Joe Lorono : =+1
10:33:30 >> From Genevieve Crawford : +1
10:33:31 >> From Yolanda Dosier to All panelists : +1
10:33:37 >> From Wahoo Fitness : =1
10:33:43 >> From Kristine Nemeth : they say they want a woman in the role or a diverse male
10:33:47 >> From Kristine Nemeth : or person of color
10:33:52 >> From Catherine Hansen : YES, a company effort echo’ed across all functions
10:33:56 >> From Bez Rengifo : But this should go far beyond recruiting. Should be an enterprise level effort.
10:34:07 >> From Bez Rengifo : Great question @Christina Shareef.
10:34:16 >> From Wahoo Fitness : WE have a D&I team an we have buy in from the CIO
10:34:46 >> From Louann Keaveny : Pres and SLT need to ne involved
10:35:32 >> From Bez Rengifo : @Corinne Wilsey, great effort in fixing the pay equity issue. Very true and relevant 🙂
10:38:07 >> From Craig Campbell to All panelists : @JoeLorono it depends on the statement but if the hiring manager is asking you to go find X demographic in an exclusive vs inclusive context,…course correct on the fact that its not legal and give them the repositioning language of “it sounds like you want to ensure we have an inclusive and diverse slate of candidates” and then proceed to educate them on how that approach is embedded in your process. Step Two: this person has now opened the door to their responsibilities to make sure that the process and/or behaviors not working against that objective
10:38:54 >> From Tracey Anderson : Exactly Dan
10:39:17 >> From Bez Rengifo : @Christina Shareef, you bring up a good point. Should be led by CEO and their designee to lead and own those efforts but you have to couple this with true continuous “community engagement” year after year after year in those communities.
10:40:18 >> From Craig Campbell : @JoeLorono it depends on the statement but if the hiring manager is asking you to go find X demographic in an exclusive vs inclusive context,…course correct on the fact that its not legal and give them the repositioning language of “it sounds like you want to ensure we have an inclusive and diverse slate of candidates” and then proceed to educate them on how that approach is embedded in your process. Step Two: this person has now opened the door to their responsibilities to make sure that the process and/or behaviors are not working against that objective (e.g. help me help you)
10:41:51 >> From Bez Rengifo : @Stacey Kramer…so true that ageism is so prevalent. I’d love to discuss that. What have you’ve seen and what can you share your organization has done to address that?
10:45:34 >> From Bez Rengifo : @Craig Campbell – true with systems. You have to look at your systems and data to share a narrative and unpack it to start addressing it.
10:46:35 >> From May Macaria : Yes- Craig! Love using Data, even if it was in an excel, or Power BI or ATS, this helps build credibility and shows the impact to the business and identify where gaps are occurring. Yah to Data!
10:47:11 >> From Stacey Kramer : @Bez unfortunately the firms I worked for did not have processes to address bias which was frustrating. I had to figure out how I would deal with it from a personal level and am still learning.
10:47:56 >> From Catherine Hansen : My hiring managers tend to note “low energy” in interview notes when talking to candidates over ~40. Ageism is definitely happening
10:48:18 >> From Louann Keaveny : Agree
10:48:53 >> From Catherine Hansen : Yes, prevalent in tech and fashion
10:48:58 >> From Bez Rengifo : @Stacey, you are on the right track. Even big firms can be all over the place with their processes. Keep up with your journey. All of us are in healthy continuous cycle of learning or we wouldn’t be on this webinar. Keep up the good work and share with us what you find 🙂
10:49:10 >> From Joe Lorono : We hear “overqualified” a lot…
10:49:26 >> From Kristine Nemeth : and HM’s want people to mesh with their current team- and they say they want someone who can join them for happy hour
10:49:41 >> From Catherine Hansen : “Overqualified” yes
10:49:56 >> From Stacey Kramer : @bez 🙂
10:50:23 >> From Bez Rengifo : @Kristine…I have heard the same thing many times, but some of us don’t want to join our team for happy hour. We just want to go home to our families.
10:50:30 >> From Genevieve Crawford : Carefully define the job requirements; train team to interview to those
10:51:31 >> From Bez Rengifo : Thank you all…I have learned a lot today. I’ve picked up a few nuggets and for that I am grateful 🙂
10:51:36 >> From Abigail Seitz to All panelists : as a military recruiter, gendered language and biased verbiage was a big thing we looked at last year. we had great results in making small changes to our recruiting materials
10:52:18 >> From Joe Lorono : I am truly grateful to each of the panelists for sharing of information and their experiences.
10:52:21 >> From yanin fucile to All panelists : we only retain 20% of a conversation
10:52:28 >> From Catherine Hansen : +1
10:52:29 >> From Joe Lorono : Thumbs up
10:52:29 >> From Kristine Nemeth : Yes
10:52:29 >> From Kristine Nemeth : do it
10:52:32 >> From Stacey Kramer : Yes – do it
10:52:32 >> From Katherine Jackson to All panelists : 100%
10:52:34 >> From Joe Sorrow to All panelists : +1
10:52:36 >> From Jean Sheehan to All panelists : Yes
10:52:38 >> From Brad Mumpower to All panelists : Using third party tools for technical screening (we use Codility) can eliminate bias from the initial technical assessment portion. ie eliminating names from code submissions, alongside quantitative scoring.
10:52:41 >> From Bez Rengifo : Yes 🙂
10:52:43 >> From Yolanda Dosier to All panelists : Yes must be implemented
10:52:53 >> From Genevieve Crawford : Thumbs up, and yes, part of a bigger whole
10:53:03 >> From Louann Keaveny : This was so helpful thank you for your time!
10:53:53 >> From Kristine Nemeth : thank you
10:53:54 >> From Chantell Cooper to All panelists : Thank you!
10:53:57 >> From Catherine Hansen : Thank you!
10:53:58 >> From Yolanda Dosier to All panelists : Thank YOU!
10:53:59 >> From Stacey Kramer : aesome
10:54:00 >> From Sandra Maldonado : Thank you
10:54:01 >> From Katherine Jackson to All panelists : Thank you!
10:54:01 >> From Genevieve Crawford : Thank you, Panelists
Some of the attendees…
|Name & LinkedIn Profile||Group||Title||Company|
|Liza Bryant||Recruiting Atlanta||Director, HR||M2GEN|
|Yolanda Dosier||Recruiting Atlanta||Talent Acquisition Manager||Tosca|
|Saundra Ramsey||Recruiting Atlanta||Talent Acquisition Business Partner hiring all levels of Technology||Wahoo Fitness|
|Alex Mimms||Recruiting Boston||Manager, Technical Recruiting||Toast|
|Stephanie Kramer||Recruiting Chicago||Corporate Recruiter||Covenant Living Communities and Services|
|Claudia Castaneda||Recruiting Chicago||Sr Talent Advisor||U.S. Cellular|
|Diane Karija||Recruiting Chicago||Senior Manager Talent Acquisition | Recruiter||Fresenius Kabi USA|
|Tracey Anderson||Recruiting Chicago||Executive Recruiter||Veolia North America|
|Andreia Cardoso||Recruiting Chicago||HR Administrator||Fresenius Kabi|
|Carrie Darney||Recruiting Dallas||Recruiting Manager||Dialexa|
|Jonelle Wilson||Recruiting Dallas||Sr. Business Consultant, HR/Talent||Childrens Health|
|Joe Sorrow||Recruiting Denver||Talent Acquisition Partner||FullContact|
|Vira Garcia||Recruiting Houston||Director of Recruiting||vcfo|
|Cindy Wong||Recruiting LA||Sr. Talent Acquisition Specialist||Princess Cruises|
|Yanin Fucile||Recruiting LA||Recruiter||Spectrum|
|Bez Rengifo||Recruiting LA||Sr. Manager / Director, People Services (HR Business Partner department)||Loma Linda University Health Care|
|Sandra Maldonado||Recruiting LA||HR Business Partner and Recruiter||Esri|
|Denise Ward||Recruiting Minneapolis||Technical Recruiter||Wunderlich-Malec Engineering|
|Lori Rinn||Recruiting NYC||Vice President-Sr Recruiter||Neuberger Berman|
|Kristine Nemeth||Recruiting NYC||Talent Engagement Manager||Diageo|
|Essence Dashtaray||Recruiting NYC||Manager, Talent Acquisition (HR)||ViacomCBS|
|Kathlene Whinnery||Recruiting Portland||Sr. Recruiter||Viewpoint|
|Angela Mahoney||Recruiting Portland||Director, Talent and Culture||ShellBlack.com, LLC|
|John Sullivan||Recruiting Portland||Talent Acquisition Lead (IT Group)||The Standard|
|John Merciadez||Recruiting Seattle||Senior Technical Recruiter||zulily|
|Jessica Burgess||Recruiting Seattle||Director, Talent Acquisition||Zones, Inc.|
|Julie Antifave||Recruiting Seattle||Talent Acquisition Manager||Pariveda Solutions|
|Paul Jentlie||Recruiting Seattle||Talent Acquisition Supervisor||PCL Construction|
|Melayne Smith||Recruiting Seattle||Talent Acquisition Specialist||Washington State Employees Credit Union|
|Joe Lorono||Recruiting SFBA||Manager, Staffing Programs||San Francisco Health Plan|
|Catherine Hansen||Recruiting SFBA||Senior Manager, Recruiting||Hippo Insurance|
|Deborah Baimas||Recruiting SFBA||Manager, Talent Acquisition||Aera Technology|
|Melisa Medrano||Recruiting SFBA||Manager, Talent Acquisition||NGM Biopharmaceuticals|
|Paul Van Dillen||Recruiting.Work||Sr. Technology Recruiter||Charter Communications|
|Stacey Kramer||TA Leaders||Director, Recruiting||314e Corporation|
|Abby Snauwaert||TA Leaders||Director, Talent Acquisition||Revenue Analytics|
|Manisha Bavabhai||TA Leaders||Head of Recruiting||Hudson MX|
|Nancee Martin||TA Leaders||Managing Director Corporate Recruiting||AvAirPros|
|Kara Wilson||TA Leaders||Recruiting Director||MorganFranklin Consulting|
|Daniella McDonald||TA Leaders||Talent Acquisition Leader||Looking for Work|
|Bennett Yang||TA Leaders||Director Talent Acquisition||SoundHound|
|Chantell Cooper||TA Leaders||Director of Talent Acquisition||Arbonne International LLC|
|Jean Sheehan||TA Leaders||Director, Talent Acquisition||ConServe|
|Genevieve Crawford||TA Leaders||Director of Talent Acquisition||Boingo Wireless|
|Mercheley Beuns||TA Leaders||Vice President, Talent Acquisition||Fox Corporation|
|JoDee Klinker||TA Leaders||Director of Talent Acquisition||Carson Group|