Blog

The term racial microaggressions was first proposed by psychiatrist Chester M. Pierce, MD, in the 1970s, and has since significantly amplified the concept to apply to more than just race. In today's increasingly diverse and multicultural workplaces, microaggressions are a real and pressing issue. These are subtle or indirect expressions of prejudice, often unconsciously made by well-meaning individuals who may not realize the harm they are causing. Microaggressions can lead to feelings of discomfort, exclusion, stress and even trauma for individuals who are targeted.Microaggressions are subtle, indirect expressions of bias that can have a significant impact on people's lives. These expressions are often unintentional, but can still cause harm and exclusion to marginalized groups. In the workplace, it is essential to identify and address microaggressions to ensure that everyone feels included and valued. In this two part blog post, I will discuss some examples of microaggressions in the workplace, how to identify them and ways to address them.First let's LTL: Learn The LingoMicrointerventions need to underline the message within the microaggression. For allies, microinterventions involve three strategies:Make the invisible, visible. “Oftentimes the perpetrator is unaware that they have engaged in demeaning or offensive comments, so you have to make that visible to them,” Sue said.Educate the perpetrator by “[shifting from] the focus of what the person intended to the impact.“Often when you turn to a person who engages with a microaggression and you point it out to them, they say, ‘That wasn’t my intention at all. Why are you so sensitive?’” You lose the argument when you focus on intention because you can’t prove intent. Focusing on the impact of the microaggression is more meaningful and humanizes the experience of the tartget and allows for an opportunity to properly educate the perpetrator.<h3 dir="ltr">Different types of Microaggressions</h3>MicroinsultsMicroinsults are subtle comments or behaviors that communicate a negative message or stereotype. For example, saying to an Asian coworker, "Your English is excellent," implies that they are not a native speaker and reinforces the stereotype that all Asians are foreigners. To identify microinsults, pay attention to the underlying message and assumptions in the comment or behavior.MicroinvalidationsMicroinvalidations are subtle behaviors or comments that invalidate a person's identity or experiences. For example, asking a Black coworker, "Where were you born?" implies that they are not a true American and reinforces the stereotype that they are immigrants. To identify microinvalidations, look for comments or behaviors that dismiss a person's identity or experiences.MicroassaultsMicroassaults are subtle behaviors or comments that are intended to hurt or offend someone. For example, telling a LGBTQ+ coworker, "That's so gay," implies that being LGBTQ+ is negative and reinforces the stereotype that all LGBTQ+ people are abnormal. To identify microassaults, look for comments or behaviors that are intentionally hurtful or offensive. Some other examples, "When I look at you, I don't see color.” “It must have been easy for you to get into the grad program because you're Black.” “As a woman, I know what it's like to be in a minority group.”&nbsp;Microaggressions through actionsMicroaggressions can also be conveyed through actions, such as avoiding or ignoring someone, refusing to work with them, or excluding them from conversations, events, lunches or gift giving. For example, if a group of coworkers always goes out for drinks after work but never invites the Muslim coworker because they assume they don't drink alcohol, this is a microaggression through exclusion. To identify microaggressions through actions, look for behaviors that exclude or marginalize someone.&nbsp;Personally, I recall experiencing this multiple time. One example, I was the only black team member on a team and one of the female team members (who consistently used microaggressions freely) organized a <a href="https://www.wikihow.com/Do-a-Secret-Santa" data-mce-href="https://www.wikihow.com/Do-a-Secret-Santa">Secret Santa</a> with the team and completely excluded me. This was one of many blantant ways she attempted to exclude or tried to marginalize me. When others on the team go along with this type of behavior or remain silent it means they are complicit.Microaggressions can take many forms, but they all communicate subtle messages of bias and exclusion. To identify microaggressions in the workplace, pay attention to the underlying message and assumptions in comments and behaviors, and look for patterns of exclusion or marginalization. By addressing microaggressions when they occur, we can create a more inclusive and equitable workplace for everyone.Check out Part 2: Workplace Microaggressions towards Blacks: How to spot, address and educate (Part 2)ADDITIONAL READING<a href="https://www.forbes.com/sites/biancabarratt/2020/06/19/the-microaggressions-towards-black-women-you-might-be-complicit-in-at-work/?sh=19765f3d2bda" data-mce-href="https://www.forbes.com/sites/biancabarratt/2020/06/19/the-microaggressions-towards-black-women-you-might-be-complicit-in-at-work/?sh=19765f3d2bda">﻿The Microaggressions Towards Black Women You Might Be Complicit In At Work</a> by Bianca Barratt<a href="https://www.thehrdirector.com/stop-spot-microaggressions-workplace/" data-mce-href="https://www.thehrdirector.com/stop-spot-microaggressions-workplace/">HOW TO STOP AND SPOT MICROAGGRESSIONS IN THE WORKPLACE</a> by Julie KratzWays to be a better ally for your black co-workers:<a href="https://www.cnbc.com/2020/06/03/how-to-be-a-better-ally-for-your-black-coworkers.html" data-mce-href="https://www.cnbc.com/2020/06/03/how-to-be-a-better-ally-for-your-black-coworkers.html">https://www.cnbc.com/2020/06/03/how-to-be-a-better-ally-for-your-black-coworkers.html</a>Harvard business review: Dear White Boss…https://hbr.org/2002/11/dear-white-boss © Copyright February 26, 2023, Damesha Craig. All Rights Reserved

Workplace Microaggressions: How to spot, address and educate (Part 1)

Diversity in the workplace is not just a buzzword – it’s a crucial element for building a successful and inclusive company culture. Embracing diversity in recruitment practices is not only the right thing to do, but it also brings numerous benefits to organizations. From fostering innovation to increasing employee engagement, a diverse workforce can drive business success in ways that a homogenous one cannot.When it comes to recruitment, prioritizing diversity means actively seeking out candidates from different backgrounds, cultures, and experiences. By doing so, companies can tap into a wider talent pool and bring in fresh perspectives that can lead to creative problem-solving and innovation.<figure id="figure-kag9ukfkj8lt3cmkmn"><img id="kag9ukfkj8lt3cmkmn" src="https://cdn.durable.co/shutterstock/20wwWN4Fu6OCAZm1I86sHDuz6KvjtxZdP7DHPpngT9C3QJrqJOQfMrEud14uddKi.jpeg" alt="Mixed race business coach presenting report standing near whiteboard pointing on sales statistic shown on diagram and chart teach diverse company members gathered together in conference room." class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://cdn.durable.co/shutterstock/20wwWN4Fu6OCAZm1I86sHDuz6KvjtxZdP7DHPpngT9C3QJrqJOQfMrEud14uddKi.jpeg" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>The Benefits of Embracing Diversity in Recruitment</h3>1. Enhanced creativity and innovation: A diverse team brings together individuals with unique viewpoints and ideas, leading to more innovative solutions and approaches.2. Improved employee morale and engagement: Employees are more likely to feel valued and included when they see diversity reflected in their workplace, leading to higher job satisfaction and productivity.3. Better decision-making: Diverse teams are proven to make better decisions by considering a wider range of perspectives and insights.<figure id="figure-1sjnpx9p49lt3cmmij"><img id="1sjnpx9p49lt3cmmij" src="https://images.unsplash.com/photo-1573496774379-b930dba17d8b?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxMXx8ZGl2ZXJzZSUyMHRlYW18ZW58MHx8fHwxNzA4OTc2NzQzfDA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" alt="diverse team" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9;" data-mce-src="https://images.unsplash.com/photo-1573496774379-b930dba17d8b?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxMXx8ZGl2ZXJzZSUyMHRlYW18ZW58MHx8fHwxNzA4OTc2NzQzfDA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" data-mce-style="aspect-ratio: 16/9;"></figure><h3>Challenges in Embracing Diversity</h3>In addition to recognizing the myriad benefits of diversity in the workplace, it's imperative to confront the challenges that often accompany the recruitment process. Research indicates that diverse teams outperform homogeneous ones by 35%, highlighting the significant impact of inclusivity on organizational success.However, hurdles such as unconscious bias, the underrepresentation of diverse candidates in leadership roles, and insufficient support systems for marginalized employees can hinder efforts to cultivate a truly diverse and inclusive workforce.To address these obstacles effectively, companies must proactively implement strategies aimed at fostering diversity and inclusivity at every stage of the recruitment journey. This includes investing in comprehensive unconscious bias training to equip hiring managers with the tools to recognize and mitigate biases that may influence their decision-making processes. Additionally, establishing mentorship programs tailored to support diverse employees can provide invaluable guidance and opportunities for professional growth, helping to bridge the gap between underrepresented talent and leadership positions.Moreover, creating a culture of inclusivity and belonging is paramount to retaining diverse talent and fostering a sense of community within the organization. By promoting open dialogue, celebrating diverse perspectives, and actively engaging with employee feedback, companies can cultivate an environment where all individuals feel valued, respected, and empowered to thrive. <figure id="figure-dm97ivi3ylt3cmo3m"><img id="dm97ivi3ylt3cmo3m" src="https://cdn.durable.co/shutterstock/21xVAX12ppip3tFZWcpqXdJYOKqtkvnKRifL5ZViRGpl7H20pojOsmbrDh96iKY0.jpeg" alt="Multiethnic Business team using virtual reality headset in office meeting Developers meeting with virtual reality simulator around table in creative office." class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://cdn.durable.co/shutterstock/21xVAX12ppip3tFZWcpqXdJYOKqtkvnKRifL5ZViRGpl7H20pojOsmbrDh96iKY0.jpeg" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>Building a Diverse Talent Pipeline</h3> One way to ensure diversity in recruitment is to build a diverse talent pipeline. This involves actively seeking out candidates from underrepresented groups, partnering with diverse organizations and universities, and fostering a company culture that values and celebrates differences.One way to ensure diversity in recruitment is to build a diverse talent pipeline. This involves actively seeking out candidates from underrepresented groups, partnering with diverse organizations and universities, and fostering a company culture that values and celebrates differences. Leveraging innovative sourcing tools such as Hirez, Seek Out, Gem and other diversity-focused platforms or job boards can also play a pivotal role in expanding the candidate pool and identifying qualified candidates from diverse backgrounds.&nbsp;Research has shown that diverse teams outperform homogeneous ones by 35%, underscoring the significant impact of inclusivity on organizational success. By taking proactive steps to embrace diversity in recruitment, companies can create a more inclusive and dynamic workforce that is better equipped to meet the challenges of today’s global marketplace.<img id="2zpzz8vn4iult3cmprc" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg selected" style="font-family: var(--body-fontFamily); font-size: calc(18px * var(--body-fontSize, 1)); font-style: var(--body-fontStyle, normal); font-weight: var(--body-fontWeight); aspect-ratio: 16 / 9;" src="https://images.unsplash.com/photo-1517245386807-bb43f82c33c4?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwyMnx8ZGl2ZXJzZSUyMHdvcmtwbGFjZXxlbnwwfHx8fDE3MDg5NzY3NDd8MA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" alt="diverse workplace" data-mce-src="https://images.unsplash.com/photo-1517245386807-bb43f82c33c4?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwyMnx8ZGl2ZXJzZSUyMHdvcmtwbGFjZXxlbnwwfHx8fDE3MDg5NzY3NDd8MA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" data-mce-style="aspect-ratio: 16/9;" data-mce-selected="1">Navigating the path toward a diverse workforce is riddled with challenges, but it's by actively addressing these hurdles that organizations can fully harness the potential of their talent pool and drive sustainable success in today's diverse business landscape. At TCN, we understand the unique obstacles faced by People teams and startups as they navigate the complexities of team scaling and product development.That's why we work closely with organizations to develop tailored, cost-effective solutions designed to meet their specific needs. We take pride in our ability to customize searches to not only find culture fits but also culture adds for your team.Our curated talent network, including The Craig Network (TCN), encompasses a diverse array of professionals, spanning from fresh graduates to seasoned executives. With TCN as your partner, diversifying your talent pool becomes not just a goal, but a reality.

Embracing Diversity: The Key to Successful Recruitment

As technology continues to evolve, so does the way we conduct business. One area where this is particularly evident is in the recruitment process. Traditional face-to-face interviews are being replaced by video interviews as a more efficient and cost-effective method of screening candidates.<h2>The Benefits of Video Interviews</h2>Video interviews offer a host of advantages for both employers and job seekers. Here are some of the key benefits:<ul><li>Convenience: Video interviews eliminate the need for travel, saving both time and money for all parties involved.</li><li>Time-saving: With video interviews, scheduling becomes much easier, allowing for quicker turnaround times in the hiring process.</li><li>Wider reach: Employers can now interview candidates from anywhere in the world, expanding their talent pool significantly.</li></ul><h3>Enhancing Candidate Experience</h3>From the candidate's perspective, video interviews offer a more comfortable and familiar environment to showcase their skills and personality. This can lead to a more positive candidate experience overall.<figure id="figure-dy5sqqsaiqlt3b59d1"><img id="dy5sqqsaiqlt3b59d1" src="https://cdn.durable.co/shutterstock/37c7cmbzGznJMZ3m4ugoc4S6iv3up5WtkPlPUjLXsbAbkaJNmcnALIYtwobCxMYy.jpeg" alt="Successful manager having a video call interview with a boss and discussing business affairs, freelance lawyer working online via laptop in a coffee shop using wireless internet connection" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://cdn.durable.co/shutterstock/37c7cmbzGznJMZ3m4ugoc4S6iv3up5WtkPlPUjLXsbAbkaJNmcnALIYtwobCxMYy.jpeg" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Moreover, video interviews can help reduce bias in the hiring process by focusing solely on the candidate's qualifications and responses rather than external factors.<h2>Best Practices for Video Interviews</h2>While video interviews offer numerous benefits, it's essential to follow best practices to ensure a successful experience for both parties:<ol><li>Test your technology beforehand to avoid any technical glitches during the interview.</li><li>Dress professionally and choose a quiet, well-lit space for the interview.</li><li>Make eye contact with the camera to simulate a face-to-face interaction.</li><li>&nbsp;Research the company and be sure to have questions for your interviewer.</li><li>Show your personality and your uniqueness. Aligning your authenticity with the right company.</li></ol><h3>Future of Recruitment</h3>As technology continues to advance, video interviews are likely to become even more prevalent in the recruitment process. Employers who embrace this trend will gain a competitive edge in attracting top talent.<figure id="figure-31iip96fult3b5cbp"><img id="31iip96fult3b5cbp" src="https://images.unsplash.com/photo-1455849318743-b2233052fcff?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwyMHx8cmVjcnVpdG1lbnQlMjBwcm9jZXNzfGVufDB8fHx8MTcwODk3NDI1N3ww&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" alt="recruitment process" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9;" data-mce-src="https://images.unsplash.com/photo-1455849318743-b2233052fcff?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwyMHx8cmVjcnVpdG1lbnQlMjBwcm9jZXNzfGVufDB8fHx8MTcwODk3NDI1N3ww&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" data-mce-style="aspect-ratio: 16/9;"></figure>Overall, video interviews offer a modern and efficient solution to traditional recruitment methods, benefiting both employers and candidates alike. By embracing this innovative technology, organizations can optimize their hiring processes, saving valuable time and resources while gaining access to a wider pool of talent. Similarly, candidates benefit from the convenience and flexibility of video interviews, allowing them to showcase their skills and expertise from the comfort of their own environment. As we continue to navigate the ever-changing dynamics of the modern workforce, video interviews remain a pivotal tool in facilitating efficient and effective hiring practices, ultimately fostering successful outcomes for all parties involved.

Screen to Success: The Advantages of Video Interviews in Recruitment

Before diving into this blog post, be sure to check out and read Part One&nbsp;As a Black CPO, I have witnessed, addressed, and even experienced microaggressions too many times to count. Microaggressions towards Blacks are unfortunately all too common in our society, and they can have a significant impact on the wellbeing and professional development of Black individuals in the workplace. Here are some examples of microaggressions that Black people may experience in the workplace:1. Assuming that a Black person is in a lower-level job or assuming that they are not qualified for higher-level positions.2. Commenting on a Black person's hair or appearance in a way that is inappropriate or uncomfortable. When Black individuals are asked about their hair or told that it is "unprofessional," it can be a form of microaggression. This can also occur in the workplace, where Black employees may be subjected to policies that ban natural hairstyles, which can be a form of discrimination.3. Using language that is racially charged or insensitive, such as using the N-word or other racial slurs. Or making jokes or comments that trivialize or dismiss racial issues or concerns.4. Making assumptions about a Black person's experiences or cultural background.5. Assigning tasks or roles to a Black person based on stereotypes, such as assuming that they are good at sports or that they are not good with technology.6. Interrupting or talking over a Black person in meetings or conversations.7. Echoing common societal stereotypes or having even Melanophobia (an unhealthy fear of the color black or dark colors). Describing Black employees as "scary" "angry" or "unapproachable" without attempting to approach, understand, get to know, or address this properly with support. It may show up more subtly when non-Black employees describes a Black employee to others as "difficult to work with" or "difficult to provide feedback to" even though they may have never attempted to provide feedback they only made an assumption.8. Failing to give credit or recognition to a Black employees' contributions or ideas. Or worst, recognizing that it's a good idea, then taking credit for their work or giving another (non-Black) team member credit for the Black employees work or ideas.9. Asking a Black person to speak on behalf of their entire race or to be the spokesperson for diversity issues in the workplace. When Black individuals are asked to speak for their entire race, it can be a form of microaggression. This can happen in the workplace, where Black employees may be asked to represent the "Black perspective" on an issue, regardless of their individual experiences or opinions.10. Telling a Black person that they are "articulate" or "well-spoken," implying that this is surprising or unexpected. When Black individuals are told they are "articulate" or "well-spoken," it can be a form of microaggression. This implies that there is a lower expectation of Black people's intelligence or communication skills and reinforces stereotypes about the supposed inferiority of Black individuals.11. Being followed, monitored or held to a different standard than other non-Black employees. When Black individuals are followed or monitored in stores or public spaces because of the color of their skin, it can be a form of microaggressions. This can also occur in the workplace, where Black employees may be subjected to being held to a different standard than other employees, extra scrutiny or surveillance, which can create a hostile work environment.It's important to note that microaggressions can be subtle and may be completely unintentional, however they can still have a negative impact on Black employees and contribute to a hostile or unwelcoming workplace environment.Microaggressions towards Blacks can take many forms, but they all communicate subtle messages of bias and exclusion. It's important for individuals and workplaces to recognize and address these microaggressions to create a more equitable and inclusive environment for Black individuals.<h3 dir="ltr">How to Identify &amp; Address Microaggressions</h3>In order to create a truly inclusive workplace, it is important to learn how to identify and address microaggressions when they occur. Here are some tips to get started:1. Educate yourself: The first step in addressing microaggressions is to educate yourself on what they are and how they impact individuals in the workplace. Learn about different types of microaggressions and their impact on different groups of people. This will help you recognize when a microaggression is occurring and allow you to address it appropriately.2. Listen and validate: If someone comes to you with a concern about a microaggression, it is important to listen to them and validate their feelings. Let them know that you take their concerns seriously and that you are committed to addressing the issue.3. Speak up: If you witness a microaggression occurring, speak up in the moment. Address the behavior directly and let the person know that what they said or did is not acceptable. Be clear and concise in your feedback, but also remain respectful.4. Use "I" statements: When addressing a microaggression, use "I" statements instead of "you" statements. For example, instead of saying "You are being racist," say "I feel uncomfortable with what you just said." This will help keep the conversation focused on the impact of the behavior rather than attacking the person's character.5. Avoid being defensive: It is natural to feel defensive when someone points out a microaggression you may have committed. However, it is important to resist the urge to be defensive and instead try to understand the impact of your words or actions. Take responsibility for your behavior and commit to doing better in the future.6. Create a culture of inclusion: Finally, the best way to address microaggressions in the workplace is to create a culture of inclusion. This means actively working to promote diversity, equity, and inclusion in all aspects of the workplace, from hiring and promotion practices to day-to-day interactions between colleagues.Microaggressions are a serious issue in the workplace, and as a CPO I have witnessed them and experienced them personally, by educating ourselves, speaking up, using "I" statements, avoiding defensiveness, and promoting a culture of inclusion, companies can create a workplace that is truly welcoming and inclusive for everyone. © Copyright February 26, 2023, Damesha Craig. All Rights Reserved

Workplace Microaggressions towards Blacks: How to spot, address and educate (Part 2)

<h3 dir="ltr">Developing an Equitable Recruiting Process&nbsp;</h3>Developing an equitable recruiting and evaluation process is essential for startups to attract and retain a diverse and talented workforce. An equitable process can help to ensure that all candidates have an equal opportunity to be considered for a position, regardless of their background or experiences. Implementing the following practices can help your organization eliminate outdated and biased hiring practices. Developing an equitable recruiting process starts with making Equality, Diversity, and Inclusion (EDI) a fundamental aspect of their hiring and retention strategies, rather than treating it as a mere formality or a core value for optics. EDI is a deliberate effort to increase diversity within the company and create a more equitable and inclusive environment.By having a more diverse workforce can bring different perspectives, ideas, and experiences, which can lead to better decision-making and problem-solving. Secondly, an equitable recruiting process can help to reduce biases and discrimination in the hiring process, which can ensure that all qualified candidates have an equal opportunity to be considered for a role. This can help to create a more fair and just workplace, and can help to prevent legal issues related to discrimination. Lastly, an equitable recruiting process can help to improve the organization's reputation and can help to attract top talent and customers from diverse backgrounds.Here are some ways that startups can develop an equitable recruiting and evaluation process:1. Establish clear and objective criteria: Startups should establish clear and objective criteria for evaluating candidates. This can help to reduce bias and ensure that all candidates are evaluated based on the same standards.2. Use blind screenings: Startups can use blind screenings to remove any bias related to a candidate's name, age, race, gender, Linkedin profile or any other demographic information. I have been met with a lot of resistance on this in various organizations. It takes a lot of patience and coaching and understanding because this goes against all natural instincts when evaluating talent.&nbsp;3. Diversify the candidate pool: Startups should diversify the candidate pool by actively seeking out candidates from different backgrounds and experiences. This can help to ensure that all candidates have an equal opportunity to be considered for a position.4. Train hiring managers on bias recognition and elimination: Startups should train hiring managers on how to recognize and remove bias in the recruiting and evaluation process. This can help to ensure that all candidates are evaluated fairly and objectively. Additionally, help the interview team focus not only on culture fits but look for culture adds.5. Encourage referrals: Startups can encourage employee referrals, as they have a better understanding of the company culture and can help to identify candidates who align with company values. However, if your company lacks diversity chances the employee referrals pool will too. An additional way to encourage diversify referrals is to reach out to&nbsp; universities,&nbsp;Asking for leads or loose connections rather than a referrals this takes the pressure off the employee who is referring. Additionally, it helps combat unconscious bias that might play into referrals, and allows you to get a broader, more diverse set of candidates at the top of the funnel. You can even have fun and create a contest or host a sourcing luncheon with employees to generate diverse leads for your talent/recruiting team.6. Tap into your community (family, friends, customers, social media followers, investors and so on..) for leads. You may even extend your referral program out to the community for candidates placed who pass a particular threshold (30, 60 or 90 days).7. Connect with Recruiting agencies from underrepresented groups to help diversify your talent at the top of the funnel.&nbsp;8. Develop partners: Partner with schools, groups, meetups, communities, conferences etc... that focus their efforts on attracting underrepresented groups.&nbsp;9. Use behavioral-based interviewing: Startups can use behavioral-based interviewing, this approach allows the interviewer to focus on the candidate's past behavior, skills and experiences, instead of relying on stereotypes or assumptions.10. Review and audit the process: Startups should regularly review and audit the recruiting and evaluation process to ensure that it is equitable and unbiased. Additionally, creating and reviewing candidate feedback survey's and implementing actionable steps to improve the recruiting process and coaching interviewers along the way.11. Create an inclusive culture: Startups should create an inclusive culture that values and respects diversity, this will attract diverse candidates and retain them in the long run.&nbsp;In final thoughts, it is crucial for startups to establish a fair and unbiased recruiting and evaluation process in order to attract and retain a diverse and skilled workforce. This can be achieved by setting clear and unbiased standards, implementing blind screenings, expanding the pool of candidates, educating hiring managers on recognizing and eliminating biases, seeking employee referrals, conducting behavioral-based interviews, evaluating and monitoring the process, and fostering an inclusive culture. By taking these steps, startups can ensure that all candidates are given equal consideration for a position, regardless of their background or experiences. © Copyright January 22, 2023, Damesha Craig. All Rights Reserved

Developing an Equitable Recruiting Process

Text Now hiring on white paper which has keyboard mouse pen and office equipment on wood background / business concept.

<h2>Introduction</h2>Hiring new employees can be a time-consuming and complex process. From sourcing candidates to conducting interviews and making final selections, there are many steps involved in finding the right fit for your company. However, by streamlining your hiring process, you can save time, reduce costs, and ensure that you attract top talent. In this blog post, we will share 10 valuable tips to help you streamline your hiring process and make it more efficient.<h2>1. Clearly Define Job Requirements</h2>Before you begin the hiring process, take the time to clearly define the job requirements. This will help you attract candidates who are the right fit for the role and avoid wasting time on unqualified applicants. Clearly outline the necessary skills, qualifications, and experience in your job descriptions to ensure that you attract candidates who meet your criteria.<figure id="figure-uejn564talmrer9y5"><img id="uejn564talmrer9y5" src="https://images.unsplash.com/photo-1598870783724-2ecf2e0653b2?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxNnx8aGlyaW5nJTIwcHJvY2Vzc3xlbnwwfHx8fDE2OTUxOTQwMzF8MA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" alt="hiring process" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-mce-src="https://images.unsplash.com/photo-1598870783724-2ecf2e0653b2?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxNnx8aGlyaW5nJTIwcHJvY2Vzc3xlbnwwfHx8fDE2OTUxOTQwMzF8MA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h2>2. Utilize Technology</h2>Incorporating technology into your hiring process can greatly streamline the process. Use applicant tracking systems (ATS) to automate resume screening and track candidate progress. Additionally, consider using video interviews or online assessments to save time and resources. Embracing technology can help you reach a wider pool of candidates and expedite the hiring process.<h2>3. Streamline Application Process</h2>Make it easy for candidates to apply by simplifying your application process. Lengthy and complicated applications can deter qualified candidates from applying. Consider using a user-friendly online application form that only requires essential information. This will help you attract more candidates and speed up the initial screening process.<figure id="figure-7byrhp4colmrerfav"><img id="7byrhp4colmrerfav" src="https://cdn.durable.co/shutterstock/coAKE0wrJKoDasC6dRlnrqAnMxs4LDbAU7P56gqFElNRotuuC9lteRxr7qimJOFo.jpeg" alt="hiring application" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-mce-src="https://cdn.durable.co/shutterstock/20yxfBONxLApUuQOBDxDOlz4Y1rwOvA6bJ2q35yaQAh2hp4M988qdTkxC85Zkz5x.jpeg" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h2>4. Pre-screen Candidates</h2>Save time by pre-screening candidates before scheduling interviews. Conduct phone or video interviews to assess candidates' qualifications, experience, and cultural fit. This will help you narrow down your pool of applicants and ensure that you only spend time interviewing the most promising candidates.<h2>5. Establish a Structured Interview Process</h2>Develop a structured interview process that includes a set of standardized questions for each candidate. This will allow you to compare candidates objectively and make fair evaluations. Consider using behavioral-based interview questions that assess candidates' past experiences and problem-solving skills.<figure id="figure-zqyp7so3edlmrerk2z"><img id="zqyp7so3edlmrerk2z" src="https://cdn.durable.co/shutterstock/10rXpz4RAx7RdLn39hidy4VunIbOv2hzW43GPGMCie6BnqukAxRMFf3ksLG2C9fx.jpeg" alt="interview process" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-mce-src="https://cdn.durable.co/shutterstock/11Hn1T61JbDzVoSfMDvxHogbDQ6dcOMQSJKICN8HpKSZo1lCLOr72NW4ZMavR47e.jpeg" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h2>6. Communicate Clearly and Promptly</h2>Effective communication is crucial throughout the hiring process. Clearly communicate the timeline, expectations, and next steps to candidates. Promptly respond to their inquiries and keep them updated on their application status. This will help you maintain a positive candidate experience and ensure that top candidates remain engaged throughout the process.<h2>7. Involve Key Stakeholders</h2>Involve key stakeholders in the hiring process to ensure that you make informed decisions. This could include team members, department heads, or senior executives. By involving relevant stakeholders, you can gain different perspectives, ensure cultural fit, and make collaborative hiring decisions.<figure id="figure-zls8go8mcplmrerp7q"><img id="zls8go8mcplmrerp7q" src="https://cdn.durable.co/shutterstock/14PN3BP8sHabh1BEekWNnbxCudvokWI5nZOo41XMoRZGRUVcWvLjapqMz1FFx6SI.jpeg" alt="hiring stakeholders" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-mce-src="https://cdn.durable.co/shutterstock/2drPTYEuro9qIehBi2uK5LR3atVatdCvEZiouBIt350XRZmgbasrMsgucHeqdXiB.jpeg" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h2>8. Conduct Background and Reference Checks</h2>Before making a final decision, conduct thorough background and reference checks. This will help you verify the accuracy of candidates' claims and ensure that you are hiring trustworthy individuals. Contact previous employers, educational institutions, and professional references to gather valuable insights about the candidates.<h2>9. Streamline Onboarding Process</h2>Once you have made your hiring decision, streamline the onboarding process to ensure a smooth transition for new employees. Prepare necessary paperwork in advance, provide clear instructions, and assign a mentor or buddy to help new hires acclimate to their roles. A well-structured onboarding process will help new employees become productive members of your team more quickly.<figure id="figure-gyyhbiw45klmreruzs"><img id="gyyhbiw45klmreruzs" src="https://cdn.durable.co/shutterstock/18X7IqjbrMVtfHjo1nnT4Gg4IakXT5PvZ4iXDnjMeLuhXo9OtU364egrErUPQktO.jpeg" alt="onboarding process" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionX="null" data-positionY="null"/></figure><h2>10. Continuously Evaluate and Improve</h2>Lastly, continuously evaluate and improve your hiring process. Monitor key metrics such as time-to-fill, cost-per-hire, and candidate satisfaction to identify areas for improvement. Solicit feedback from candidates and hiring managers to gain valuable insights and make necessary adjustments. By regularly assessing and refining your hiring process, you can ensure that it remains efficient and effective.In conclusion, streamlining your hiring process is essential for attracting top talent, saving time, and reducing costs. By following these 10 tips, you can make your hiring process more efficient and effective, ultimately leading to better hiring decisions and successful outcomes for your company.

Blog - TCN

Workplace Microaggressions: How to spot, address and educ...

Embracing Diversity: The Key to Successful Recruitment

Screen to Success: The Advantages of Video Interviews in ...

Workplace Microaggressions towards Blacks: How to spot, a...

Developing an Equitable Recruiting Process

10 Tips for Streamlining Your Hiring Process