- Write improved job descriptions.
- Explain two methods of active diversity sourcing.
- Explain and demonstrate three impartial interview techniques.
- Explain how to identify the end goal of the recruiting process and two ways to avoid common recruiting mistakes.
- Identify three ways to improve your diversity recruitment process by identifying what isn't working.
- Demonstrate ways to attract diverse candidates using social media.
- Explain the importance of employer branding via their website.
Skill Level Intermediate
- Discussing diversity in recruiting is exciting, at least I think so, simply because we're talking about the topic. Lots of organizations aren't even doing that, so kudos to you for starting a dialogue. I'm Stacey Gordon, and I'm a diversity inclusion and career strategist. My goal is to reduce bias in recruiting and barriers to hiring, and I focus on issues related to a lack of diversity at work. You'll notice that I use the term professional of color a lot. Not to demean or to lump all races and ethnicities into one group, but candidly to make it easier for me to say, and for you to listen to. Just as when I talk about gender, I won't be accounting for the various gender nonconforming or non binary terms. My goal in this course is not to discuss specifics about each dimension of diversity, but rather to remind you, or in some cases make you aware that these dimensions exist. Discussions about diversity have the potential to pull you outside your comfort zone. So my goal is to lessen the discomfort, open the dialogue, and help you make different choices throughout the recruiting process, while providing you with tools to enhance the diversity of the global workforce one hire at a time.