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JTC News + Events

When: September 14, 2023 | 11:00 am - 6:00 pm EST

What: Who is Qualified?: A Transformative Journey to Decode Bias in Recruitment and Retention

At this immersive summit, participants will embark on an intentional roadmap, gaining profound insights into how bias subtly infiltrates our recruitment and retention processes. Through engaging talks, interactive breakout sessions, and a thought-provoking panel session, we'll challenge conventional norms, expose hidden biases, and explore actionable steps to foster more inclusive practices. As a result, you’ll gain practical tools and techniques to revolutionize your approach to diversity recruitment and retention without causing harm or compromising on excellence.

We’ve all landed in a fast-forward, post-pandemic business world, where snagging top talent efficiently is the difference between leading the pack and lagging behind. Now you might ask, “What’s holding us back?” The answer is simple yet crucial: a rock-solid hiring strategy.

Without a well-mapped-out hiring playbook—one that clearly outlines the who, what, when, where, and how of the hiring process—companies risk losing time, talent, and treasure. They often end up stuck in a time-consuming loop that lasts far beyond the standard three to six weeks it typically takes to secure a candidate.

Here’s what to expect from an inefficient hiring process.

Roadblock #1: Bias and discrimination

A hiring process that isn’t well-defined breeds bias and discrimination. Subjective judgments and personal preferences can creep in, transforming your hiring into a roulette of unfair practices. The key culprit? Lack of transparency.

Roadblock #2: Right candidate, always a mystery

Picking the right candidate without a detailed process is like finding a needle in a haystack. Specific stages, such as resume screening, interviews, and assessments act as your magnifying glass to identify the best-suited individuals. Without these stages in the right order, you’re essentially flying blind.

Roadblock #3: Never-ending recruitment loop

Without clear steps and guidelines, hiring can turn into a saga of confusion, delays, and indecisiveness. You’ll find it challenging to decide who’s responsible for what, what resources to marshal when, and how to orchestrate a symphony of coordination.

Here at Team JTC, we fully understand these pitfalls companies often experience, and we’re here to help you transform your hiring process from an obstacle course to a smooth, inclusive, and equitable ride.

Here is a glimpse at what needs to happen to transform your hiring landscape:

a) Mastering the workflow: When you have a clear, in-depth understanding of the standard hiring process workflow, step-by-step, it empowers you to own each stage and understand how you can make it more inclusive and equitable.

b) Clarity on roles: Be clear on everyone’s roles. This includes, but is not limited to, the recruiter, hiring manager, leaders, partners, teams, and every other stakeholder; everyone’s responsibilities have to be clearly defined. No overlapping duties, no confusion.

c) A detailed roadmap: Dive deeply into each stage of the hiring process. Design your process with flexibility in mind, as it will enable you to choose the steps that best suit your organization’s needs at the time. Every stage should come with a clear owner and a suggested time frame.

Need a guide to help you get started?

Our latest comprehensive guidebook called JTC Inclusive Hiring Process Guide (+Template) is your absolute go-to manual to navigate the complexities of recruitment and secure that coveted top talent.

Imagine a guide so meticulously detailed, it’s like having a personal GPS from the start, right up until you have your ‘Michael Jordan’ candidate on board. What’s more, this guide works seamlessly, whether your organization uses an Applicant Tracking System (ATS) or not.

Want a sneak peek at what this detailed hiring guide has in store for you? Let’s take a glimpse at the second step of the JTC Inclusive Hiring Process Guide:

STEP 2: Job Requisition Creation

This step guarantees the accuracy and completion of the job description before proceeding to the creation of the job requisition within the Applicant Tracking System (ATS) and its submission for final approvals.

Business Rules (Examples). Rule #1: Hiring managers should ensure the job description is completed to their best capability before liaising with the recruiter.

Rule #2: Hiring managers should ascertain that funding for the position is secured before communicating with the recruiter.

Definitions

Applicant Tracking System (ATS): A tool that enables companies to manage candidates for hiring and recruitment purposes efficiently. This system facilitates the collection of applicant information, organizes applicants based on skills and experience, and guides a candidate through the hiring process.
Requisition: This involves a formal request for a position to be filled, marking the official initiation of the recruitment process.

Roles and Responsibilities. Recruiter

Resources (Examples). Supplementary Resource: “How to Create a New Requisition within the ATS” (included within the guidebook)

Inclusive Hiring Best Practices. In this step, as with the first, the recruiter gets a chance to scrutinize the job description for potential areas of bias. Points to consider include:

Is there a team in place overseeing our database of job descriptions, providing guidance, and monitoring to ensure the consistent production of equitable job descriptions?
Do the minimum qualifications listed on the job description represent the genuine minimum, or have the eligibility criteria been unnecessarily escalated?

Process Steps:

There’s no room for inefficiency, especially in hiring. In this quest to secure top talent, the devil is in the details: a thorough understanding of the hiring workflow, clear roles for all involved, and a detailed, flexible roadmap. Embracing these strategies will transform your hiring process from a confusing loop of missed opportunities into a streamlined journey toward talent acquisition. After all, an organization’s growth is only as robust as its ability to attract, identify, and retain exceptional talent.

However, remember that hiring isn’t just about filling positions; it’s about creating an inclusive and equitable workplace that enables you to increase diversity. And JTC Inclusive Hiring Process Guide (+Template) can be one of the important tools for the purpose. With this tool in your arsenal, you’re not merely hiring—you’re architecting a talent magnet that the most sought-after professionals are eager to be a part of. Dive into it today and set a course towards unrivaled recruitment success. You can access the guidebook here to begin planning and refining your recruitment process.