Managing Bias: Hiring—with Cultural Competence

Session Overview

The hiring process can be severely Impacted by bias, both implicit and explicit.  This course will explore bias in interviewing,  evaluating diverse talent, and challenging “cultural fit” assumptions.  

Session Description

Does someone have to express strong opinions in order to be confident, or express their point of view forcefully to be considered a leader? Do people have to speak non-accented English to be a client-facing individual? Can someone with a tattoo deliver executive presence?  This is a highly interactive and data-driven session that is designed to explore culturally competent tools for managing bias in hiring top talent. The program will begin with a strategic look at the partnership needed between D&I professionals and HR/Talent Acquisition leaders, in order to convert pools of diverse candidates into top talent hires that benefit the organization. We will specifically address tactics to help hiring managers (and the HRBPs who support them) reconcile the fact that sometimes top talent may look, sound, or behave differently than we’re used to. We will practice pushing past initial negative judgments rooted in bias and flexing notions of cultural fit, to more accurately assess how top talent may actually share our values and competencies and prove to be top performers. 

Format

Our most popular version of this course is delivered online in our highly interactive virtual classroom, allowing an intimate experience for participants coming from across the organization. This session can also be delivered face-to-face, as well.

Prework

“All About Bias” e-learning; Optional—IDI® assessments

Topics Include

  • Impact of culture on bias
  • Describe-Interpret-Navigate (D-I-N) Model, Case Studies/videos
  • Bias in Interviewing & Evaluating Diverse Talent
  • Role play Scenarios for addressing resistance effectively
  • "Cultural Fit", "like me" bias, and examples of how bias often works behind the scenes during the hiring process
  • How and when to challenge “Cultural Fit” assumptions in your organization, e.g. if they are biased, outdated or non-inclusive of the kind of culture you are trying to achieve
  • Tools for embedding cultural comeptence into recruitment and hiring, such as where we look, how we screen CVs, conduct interviews, evaluate candidates, etc.)

Need to go BEYOND 'hiring'?

Interested in managing bias in other stages of the Talent Management cycle? Ask us about our new "Managing Bias: Performance Management and Promotions" solution, designed as a follow-up to this course. Then check out our solution: "HR, Bias, and Cultural Competence: From Recruiting to Retaining a Diverse Workforce."