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I’m convinced that an effective interview team is one of the most critical foundations for the success of workplace diversity initiatives. But what does it take to build a winning interview team?

[If you can spare a few minutes, I recommend you watch this video Team JTC created on the importance of developing an effective team here.]

But if you’re here for a quick read, here it is: the answer lies in the “Get It, Want It, Capacity to Do It” model or GWC for short. This model is a simple yet powerful tool for creating an interview team that is engaged, dedicated, and accountable. Let’s explore each component of GWC and see how it can help you achieve your diversity recruitment goals.

What is “Get it, Want it, Capacity to Do it” (GWC)

It’s a model derived from the book “Traction” by Gino Wickman and is easily transferrable into the world of diversity recruiting. Developing your interview team this way creates a highly effective team fully invested in your diversity and inclusion goals.

So, when it comes to developing an ideal interview team, try this model. Let’s dive in and unpack each component and how it can connect to your interview team.

Component #1: Get It.

In order to assess candidates effectively, the interview team must first understand the job for which they are hiring. This means they must understand the job description and the qualifications required for the role. But it’s not just about the technical requirements. The interview team must also understand the assessment factors for which they are accountable. These factors can range from soft and technical skills to problem-solving and leadership abilities. If the interview team doesn’t “get it,” it can lead to bias in the selection process, as interviewers might rely on factors that have nothing to do with the job requirements.

Therefore, you need to ensure that every member of the interview team truly “gets it.” You can do this by, well, providing them with a clear understanding of the job description and qualifications and explaining the assessment factors for which they are accountable.

Component #2: Want It.

The second component is to make sure your interview team members “want it.” If your interview team lacks motivation or is struggling to buy into the process, it’s like trying to swim through quicksand—a slow and discouraging journey that draws you away from the most suitable candidates.

When selecting your interview team, consider what value they can bring to the process. Do they have the desire to see a more diverse workforce? Do they have a background or expertise that would be valuable in assessing candidates? Your dream team should consist of individuals who are more than just 9-to-5 clock punchers. Look for people who have a burning passion for the role and are equally committed to creating an environment that embraces diversity and inclusion. When every team member is passionate and dedicated to the cause, it creates a dynamic and inclusive workplace that inspires creativity, drives innovation, and helps meet grander goals. Without a genuine desire to make a positive impact, it’s difficult to muster up the excitement and energy needed to conduct an engaging and effective interview. So, ensure your team is all-in, pumped up, and ready to create a warm experience for everybody involved!

Component #3: Capacity to Do It.

Finally, the third component is to ensure that your interview team members have the “capacity to do it.” Capacity means two things: having the bandwidth to devote the necessary time and the knowledge or training to make informed decisions.

All members of your interview team need to have the capacity to commit to assessing candidates and providing valuable feedback. It’s not just about having time available—we all know how precious and scarce that resource is. It’s about making the time and giving the candidate the attention and respect they deserve.

Imagine this: You have an interview team that’s so passionate about diversity and inclusion that they’re willing to move mountains to conduct the interviews successfully without hiccups. They’re taking time off work, rearranging their schedules, and dedicating their energy to finding the perfect candidate. That’s the kind of team that you want to have.

The truth is that great interviewers are not born; they’re created. It’s a skill that’s honed and refined over time and one that requires proper training. That’s why providing your interview team with the best-practice interview techniques is crucial, which will help them develop the skills necessary to assess candidates fairly and effectively.

Make training mandatory for everyone on your interview team. It’s no different from other important business decisions where you would want a well-informed team to make the right choices.

At Team JTC, we understand that diversity recruiting and hiring is an ongoing journey, and we’re committed to providing the necessary training to help you and your team succeed. We’ve designed customized training programs to equip both recruiters and hiring leaders with the knowledge and skills to navigate the complexities of diversity hiring. If you’re curious and eager to learn more, visit our corporate programs page and explore our comprehensive training offerings.

But if you’re not quite ready for the training yet, we’ve got you covered on that front, too. Our newest freebie guide, the Platinum Checklist for Hiring Professionals, offers 10 immediate actions leaders can take to increase diversity within their organizations. It’s a must-have resource for anyone looking to positively impact their hiring practices, and the best part is you can download it for free here, no strings attached.