DO: Use selection tests to eliminate unconscious biases about diversity
Pre-selection tests help you focus on the skills and knowledge that are important for the position. Also known as job simulations or pre-employment assessments, these tests help you evaluate a candidate's capabilities in relation to the tasks she will perform in the position for which she is applying. Selection tests eliminate unconscious biases that may appear during the recruiting process. The most common prejudices are, among others: Geographic biases : Letting stereotypes related to a person's community or country of origin influence the perception of their performance. Prejudices about academic training : Choosing one candidate over another because you identify with them or recognize where they studied. Gender bias : Expecting a specific gender to perform better or worse than average (or other candidates) on specific skills. Affinity prejudices: Having greater affinity with a candidate who shares similar interests and ideas as yours. These and other biases can hinder your efforts to hire diversity. By using screening tests in your diversity recruiting efforts, you are mitigating unconscious bias and establishing an objective measure of performance.
At TestGorilla, for example, we offer objective, skills-based selection tests for a wide variety of positions, which can help you make the right decisions based on performance, rather than stereotypes or expectations. 4. DON'T: Bypass Diversity Recruiting Websites When looking for diverse candidates, you'll want to use the right job boards and communities to find candidates. There are many online resources that offer diversity recruiting solutions for specific population segments and trajectories, which you can incorporate into your job posting plan, depending on your goals. Here are some DM Databases resources tdidates from diverse communities. Diversity Working has the highest AJR (active job rating) in the job board industry and is only open to member companies that comply with Title VII of the Civil Rights Act of 1964, which protects against employment discrimination of any kind. Advancing Women : Since 1996, Advancing Women is a leading women's and diversity recruiting website, dedicated to creating opportunities for women to work in the science, technology, engineering, and mathematics (STEM) industries.
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As well as in the manufacturing, biotechnology, medical, defense and security industries. Hire Autism: Founded and run by the Autism Research Organization, Hire Autism matches employers with people with autism who are willing to contribute to a company's bottom line. Hirepurpose: Created by veterans to support veterans, military service members and their spouses, Hirepurpose now serves more than 50,000 transitioning service members and works with more than 100 Fortune 1000 SMBs. RecruitDisability: This job board is dedicated to helping people with disabilities find employment, including transitioning veterans. Specialized social media groups: Social networks like Facebook and LinkedIn have communities of people who share similar interests. For example, you can easily search for groups like Women and Tech and join them so you can network with potential candidates. 5. DO: Thoroughly review the shortlist to include diverse new employees Once you've made it through the early stages of the hiring process and are in the final phase, it's important to revisit your shortlist and reassess diversity. You should try to maintain as much diversity as possible in the recruiting process until you find the right candidate.
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