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inclusive hiring reading list
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| ✨ How to make your hiring more inclusive ✨ | |
| The Job Listing: | |
| - Keep requirements list short, and focus on what's actually a requirement vs. nice-to-have | |
| - "while men are likely to apply to jobs for which they meet only 60% of the qualifications, women are much more likely to hesitate unless they meet 100% of the listed requirements." [3] | |
| - Avoid masculine-coded jargon like "Ninja," "rockstar," "hacker", "dominate" [3] | |
| - Analyze language with online tools: | |
| - https://textio.com/products/ | |
| - http://gender-decoder.katmatfield.com/ | |
| - Avoid corporate-speak and jargon | |
| - Highlight D&I initiatives at your company | |
| - Share benefits like parental leave, etc. | |
| - NEVER suggest that minority candidates need special help, waived requirements, "lower the bar" | |
| - Goal is to remove bias, not patronize people or get someone into a job they are not prepared for | |
| - Minority candidates are sometimes overqualified! | |
| The Interview: | |
| - Have a rubric and train your interviewers to use it [2] | |
| - Avoid brainteasers or trick questions [4] | |
| - Be open to accessibility accomodations and requests | |
| The whole process | |
| >Monitor your inclusive hiring process with these KPIs: | |
| > - Resume screen to technical assessment rate | |
| > - Technical assessment pass rate | |
| > - Onsite-to-offer ratio | |
| [2] | |
| 1. https://lattice.com/library/4-ways-to-make-your-job-postings-more-inclusive | |
| 2. https://karat.com/blog/post/inclusive-hiring-best-practices-for-software-engineering-leaders/ | |
| 3. https://www.linkedin.com/business/talent/blog/talent-acquisition/must-dos-for-writing-inclusive-job-descriptions | |
| 4. https://builtin.com/software-engineering-perspectives/braintree-tech-interview-process-diversity |
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