#ChangeTheFace’s Post

There's nothing better as a researcher than seeing your findings being put into practice. So it's excellent to see #ChangeTheFace here (and Vodafone in particular) following up on our report findings on how to make workplaces more accessible for neurodivergent people. To find out more (and to bask in the amazing colour palette we used) check out the report here: https://lnkd.in/egAtQtab

With only 29.6% of all tech-related occupations comprised of women, diversity in tech is both a challenge and a necessity. Scheduling redo and off-hour interviews can promote greater diversity in your organization. “You should add time slots that are more convenient for your candidates,” #Karat’s Co-Founder and President Jeffrey Spector told Fortune. “It’s better for the candidates and actually better for you, because you’re gonna end up having more efficient processes.” Uncover ways to create a more representative culture and environment in your organization!

We are being asked more and more by our clients on how to ensure they interview inclusively. Here's some ideas of questions you can ask in the interview process 🤗 👇 Avoiding Bias: Remove biased or stereotypical questions. Focus on skills and competencies rather than assumptions about backgrounds. Emphasising Diversity of Experience: Encourage candidates to share diverse life experiences. Use open-ended questions to explore how experiences shape skills and perspectives. Prioritising Skills and Abilities: Frame questions around specific job-related skills. Use behavioral interview questions to assess candidates' past performance. Ensuring Accessibility: Provide alternative communication methods and accommodations. Avoid questions that may disadvantage candidates with disabilities. Fostering Inclusive Dialogue: Create a welcoming environment and listen actively. Encourage questions about diversity and inclusion initiatives. ✨ Crafting inclusive questions enhances diversity and equity in recruitment. By avoiding bias, emphasising diverse experiences, prioritising skills, ensuring accessibility, and fostering inclusive dialogue, organisations can attract and retain talent from all backgrounds, driving innovation and success. ✨ Any other ideas? We would love to hear your thoughts! `#creativehood #everyoneiswelcome #inclusiverecruitment #equitydiversityinclusion

Where does inclusivity fall off? It's not enough to have a #diverse applicant pool if we're not creating inclusive #hiring experiences. Do underrepresented candidates make it through the funnel? Are our interview processes truly equitable? We need to examine every step of the process - from job descriptions to interview questions to offer decisions. Where are the bottlenecks? Where are we losing potential talent? Let’s get real about closing the gap. Comment below on ways you’ve seen inclusivity fall off.

🌟 The Importance of a Diverse Interview Panel in Tech Hiring 🌟 Creating a diverse and inclusive interview panel is vital to increase diversity in tech. Here’s why it matters: 💙 Eliminates Bias: A diverse panel brings varied perspectives and reduces unconscious bias, ensuring fairer evaluation of candidates based on skills and potential. 💙 Representation Matters: Seeing women and other underrepresented groups on the panel sends a powerful message about the company’s commitment to diversity and inclusion, inspiring more women to aspire to senior roles. 💙 Improves Decision Making: Diverse teams make better decisions. When different viewpoints are considered, the selection process becomes more comprehensive and balanced. 💙 Encourages More Applications: Potential candidates are more likely to apply when they see diversity in the hiring process, believing that the company values and supports inclusion at all levels. 🔹 Builds a Stronger Culture: Inclusive hiring practices lead to a more diverse workforce, fostering a culture of innovation and creativity where everyone feels valued and empowered. By prioritising diversity in interview panels, the push for diversity within tech becomes a little easier. Diverse and inclusive environments must be grown from the inside - it's no good to just hire people from different backgrounds, we need to ensure that we are building those diverse environments from within. 🌎 #DiversityInTech #WomenInTech #InclusiveHiring #Leadership #TechCareers

Why are women technical interviewers so rare? 🤔 My first-ever technical interview was conducted by an exceptional woman, who later became my mentor. 🌟 Her technical expertise and guidance had a profound impact on my career. But since then, I’ve rarely seen women in technical interviewer roles. Why is such talent still underrepresented? 🤔 Let’s explore how we can foster more inclusive opportunities for women in tech! #WomenInTech #DiversityAndInclusion #Mentorship #TechLeadership #RepresentationMatters #Hiring #Careers #Interviews

If you want to build a team that's as colorful and creative as a rainbow smoothie? We're talking about diversity, where everyone brings their unique talents to the table! But how do you make sure it, Don't worry, we've got your back with 3 simple strategies to attract awesome folks from all walks of life 1. Expand Your Recruitment Pool ☑️Go beyond traditional channels ☑️Blind resume reviews  ☑️Consider alternative credentials 2. Design an Inclusive Interview Process ☑️Structured interview panels ☑️Standardized interview questions ☑️Accessibility matters 3. Foster a Culture of Inclusion ☑️Mentorship and sponsorship programs ☑️Unconscious bias training ☑️Celebrate diversity #womenintechafrica #womenintechfi #womenintechweek #womenintechaus #techdiversity #womenempowermentcoach #womenempowerment💞 #womenempowermentmovement #womenempowermentwednesday #ᴡᴏᴍᴇɴᴇᴍᴘᴏᴡᴇʀᴍᴇɴᴛ

🌈 Ever heard this? Men tend to apply for jobs when they meet about 60% of the qualifications, whereas women often only apply if they meet 100% of them. With Interview Magic, we bring the cosmos of candidates to your fingertips. Our tool helps you zoom in on the candidates who truly align with the role you need, regardless of how many of the qualifications they meet. 💫 #PerfectFit #NoMoreGuesswork #InterviewMagic #AIHiring

67% of Tech Returners respondents chose “more female representation in the hiring process” as their top priority for businesses. (This is from *What Women in Tech Want* - a report Evidenced contributed to, released earlier this month - grab your copy in the comments! 👇) If you want to make this a top priority for your business, one of the biggest improvements you can make is to your interview panels and people involved in hiring decisions. But where do you start? 👫 Diverse, cross-functional interview panels Work on building mixed-gender interview panels to increase representation as much as possible. Candidates want to see a wider range of people working at the company, and you’ll get more diverse perspectives on how candidates perform. If you’re finding this tough with the current makeup of the hiring team, look further afield to other teams and build a cross-functional interview panel. 👩💼 Engage female leaders in final hiring decisions Senior leadership without as much time to interview as they’d like should still be involved in hiring decisions to help ensure fairness and inclusivity. Also if you only have a limited pool of female interviewers to draw from, asking them to be a part of diverse panels for lots of candidates can be a big drain on their time and resources. Using a tool like Evidenced to record your interviews means they can still be involved in the hiring process and final decisions without having to sit in on every interview. 🗓️ Flexible interview scheduling This is great not only for supporting a diverse range of candidates, but also for interviewers at your organisation that may have different lifestyles and flexible working hours. 👩🏫 Interviewer training Make training, shadowing or coaching a mandatory part of the onboarding process for new interviewers to ensure they’re aware of potential biases and how to overcome them. Structured interviews with standardised questions and live guidance will also help to ensure candidates get a fair, consistent experience and mitigate biased decisions. ~ Read the full report 👇 #WhatWomenInTechWant #WWITW #Talent #DEI #Hiring

❓ Are your recruitment processes fair and inclusive? This video clip, from our recent Women in Tech event in the UK, explores the need for equity in the the hiring process. Speaking of events, we're planning our next Tech event in the Netherlands! 🗣 Are you interested in speaking at this event? Which topics would you like to see covered? #CorecomConsulting #NetherlandsTech