How to Build Trust (So Candidates Show Up Authentically in Interviews) [+Infographic Included]

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💥This is #IncreaseDiversity, a weekly newsletter + monthly workshop series sharing best practices for employers who want to implement effective diversity recruitment programs. To see previous editions, visit JenniferTardy.com. | IG: @IncreaseDiversity 💥 

 News From #TeamJTC:

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Qualified Diversity Recruiter (QDR) + Qualified Inclusive Leader (QIL) Programs are here. It's THE event for recruiters and hiring leaders to reinvent their diversity recruitment strategy and efforts.

You get the first chance to register. Due to the nature of our work and the importance of this matter, we will be offering an “early bird” discount code of 50% off. You may use the code EARLY2021. This coupon will be available until September 10, 2021. Take advantage of this great opportunity today.

Ready to reinvent your diversity recruiting strategies? What are you waiting for?

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Are you already thinking about the candidate experience?  We often think about the candidate experience on our end at Jennifer Tardy Consulting. We think often about ways to support candidates, especially from historically underrepresented backgrounds, helping each to feel safe to bring their whole selves into an interview.

 An interview is the first tangible way for candidates to get a feel for your organization. That means inclusion starts with that first conversation. In order for candidates to show up as their best selves during an interview, they must feel comfortable being themselves without fear of judgement or consequence from your interview process. At JTC, we firmly believe that it is the responsibility of the employer to create a safe environment for this to happen.

 To support this process, we created an infographic called, How to Build Trust (So Candidates Show Up Authentically in Interviews). Check it out, download and share.

 
 

Tip #1: Acknowledge your resistance and find support to overcome it. Encourage your employees to do the internal work first. Learn about where you may feel resistance when it comes to individuals who identify uniquely to you. Learn about the biases that most commonly manifest during the interviewing process.

 Tip #2: Become an employer of choice for marginalized groups (too). Show candidates that this is more than performative allyship. Create a new reputation and/or brand for your interview team’s commitment to end assessing a candidate’s personal affects and rather assess candidate’s skillsets. Candidate’s often check platforms like Glassdoor to learn about interviewing experiences at your company. As a matter of fact, according to Glassdoor, the majority of job seekers read at least six reviews before forming an opinion of a company. The more candidates rave about their experience and ability to be themselves and still get the job, the more you will become known for your practices.

 Tip #3: Explicitly and publicly state your company’s interviewing policies and commitments. It is one thing to share your organization’s commitment to diversity and inclusion, but as a hiring manager, what rules will you abide by during the interviewing process to maintain inclusivity and equity? Make a list and post this list both internally for employees and externally for candidates to see.

 Tip #4: Role model the inclusive interview commitments and train all interview team members. The team assessing candidates must know the commitments to which they are being held accountable, what they mean, how to carry them out. When they know, they can also be held accountable for the outcome.

 Tip #5: Openly invite candidates to bring their whole selves to the interview. Ensure candidates understand the work that’s been done to create an interview experience where candidates can show up authentically. But remember that it is the candidate’s choice, and sometimes it takes time to reach a level of trust to accept the invitation.

 Change starts with you. The candidate pool of today is one that both demands and deserves inclusion to go beyond simply making a statement in favor of diversity and inclusion. Without doing the individual internal work and setting an example for your organization, you’ll be missing out on top tier employees.

 Join the conversation: What do you do to build trust in interviews?

 
 

✅ We will use the weekly #IncreaseDiversity newsletter platform to do five things:

  • Challenge organizations to dig more deeply when it comes to diversity recruiting and retention programs

  • Clarify misconceptions or demystify complex topics related to diversity recruiting

  • Share best practices in diversity recruiting and retention

  • Answer frequently asked questions related to diversity recruiting and retention

  • Build a safe learning community for hiring professionals

 
BJennifer Tardy