Here’s How Legacy Recruiting Processes are Hurting Your Diversity Hiring

Here’s How Legacy Recruiting Processes are Hurting Your Diversity Hiring

Making a meaningful impact on diversity hiring means more than adding a “we are committed…” byline to your company mission statement. Beyond setting explicit pipeline goals, confirming an inclusive employer brand, and thinking critically about whether someone from an under-represented group would actually want to work at your company, there are a handful of institutionalized recruiting processes that are torpedoing your diversity hiring goals before they even hit the open waters.
Yeesh, now abandoning the hiring as sea-based warfare metaphor. This week, I brought in Hired’s DE&I lead Janet Ikpa, as well as the bad boy of recruiting, Marvin Stickel, to discuss the above on Talk Talent To Me.

aaia_wdgaaaaaqaaaaaaaanxaaaajdg0njdlmmy2ltm5nmmtngy4my05yjfiltu5owyzowi5mdkxmwBefore running recruiting at Pandora and now Coinbase, Marvin founded the first diversity hiring focused sourcing team at Google. In the below episode, we discuss how “legacy” job descriptions and technical interviews are damaging the potential to hire diverse talent, as well as the community engagement necessary to build representative pipelines. Stream the full episode below, and don’t forget to subscribe on iTunes, Google Play, or your favorite podcasting app.