ann-kilzer · November 2, 2021 06:51
diff --git a/Inclusive Hiring Links for Tech Roles b/Inclusive Hiring Links for Tech Roles
 ✨ 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
	✨ 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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