recently outlined some common diversity recruiting mistakes and how to avoid them , and these are important to keep in mind during the hiring process :
l Relocation stipends are a great way to offer financial support to minority candidates , especially those who are early in their careers and may not have the resources to easily relocate . Low-income students without the means to relocate for a new role are disproportionately Black or Hispanic , and Black candidates are almost twice as likely as other candidates to be unwilling to relocate for a position , according to research from WayUp ( a New York Citybased jobs site and resource center for college students and recent graduates ).
l It sounds obvious , but make your schedule fit with the candidate ’ s schedule when coordinating an interview or evaluation period . Interview scheduling affects minority candidates because they are often working a full-time job while putting themselves through school . Giving them flexibility cracks that door of opportunity open a little wider and can make all the difference in a candidate being adequately prepared and well-rested for the interview or evaluation .
l Be mindful of the interview technology because not every candidate has access to the same equipment . According to a 2019 Pew Research Center survey , only 58 percent of Black respondents and 57 percent of Hispanic respondents reported owning a desktop or l
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“ The way a job post is written can either encourage or discourage minority candidates .”
laptop computer . Just 66 percent of Black respondents and 61 percent of Hispanic respondents reported having Internet access . So , while it may seem that using the advanced technology is a more efficient process , it can hurt low-income applicants . Unpaid internships severely limit the applicant pool because most people cannot afford to work for free . That ’ s why paid internships will allow low-income candidates the opportunity to explore a career in spa and not automatically shut the door . Be wary of how unconscious bias can creep into your job posts , in turn affecting the type of applicants you ’ ll get for a job . The way a job post is written can either encourage or discourage minority candidates . While technical assessments are a useful way of gauging an applicant ’ s current skills , keep in mind that not all students have access to the same levels of training . A technical assessment can be used as a way to identify potential and areas for improvement in candidates and not be the sole method of evaluation . n
SOURCE : https :// www . shrm . org / resourcesandtools / hr-topics / talent-acquisition / pages / 8-diversity-recruiting-mistakes-how-to-avoid-them . aspx
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