The Hiring System: Part V: Frequently Asked Questions
This is #IncreaseDiversity, a weekly series sharing best practices for employers who want to implement effective diversity recruitment programs. In this series, we are exploring the hiring system through a five-part composite case study demonstrating the career experience of being underrepresented in the hiring system. In Part I we introduced you to a character named Keesha and the obstacle course she faces to gain employment. In Part II, we discussed how career coaches and employers can support Keesha while on her job search, during the hiring process, and once employed. In Part III, we discussed how employers can leverage the value upon which Keesha was hired. Part IV is a closing message to Keesha.
Welcome to Part V: Frequently Asked Questions. The below questions were ones that I may have been asked personally, via a comment within the newsletter article, or during a live discussion of the article. Enjoy.
Q: Why this article series and why now?
A: This article is the entire reason I am in business today with JTC. This theme originally started as a book idea, but instead, I decided to build a business around it. Having been a job seeker, hiring manager, recruiter, and career coach, I had so many vantage points and wanted to address each. My goal was to take a highly complex and sensitive matter and enhance understanding while also providing actionable steps that individuals can take to get a new job or promotion and organizations can take to increase diversity.
Q: Why the name Keesha?
A: The name Keesha (or Lakeesha) was an extremely popular name in the late 1970s and 1980s. No matter the spelling, the name meant joyful or happy. It is around this time when conversations about “ethnic names” became popular. Also, I’ve always had a personal affinity toward the name Keesha. It is probably because growing up, I was constantly told that I “look like a Keesha.” I am not sure what people meant when telling me this, nor did I try and figure it out. 😉
Q: Who does Keesha represent?
A: As stated in part I, Keesha identifies as a woman and Black, but my goal here was for Keesha to represent a larger population of individuals from historically underrepresented backgrounds in corporate America. These populations include but are not limited to women, people of color, veterans, individuals who are differently-abled and LGBTQIA+.
Q: What is the ultimate message you are trying to share and with whom are you sharing this message?
A: Through this 5-part series, I am speaking to three groups: (#1) minoritized individuals who are on their job search, (#2) employers who are seeking to increase diversity in the workplace, and (#3) career coaches who are helping to support job seekers, like Keesha, to get a new job. My goal is to develop or enhance understanding and support for job seekers who face an obstacle course when on their job search. I wanted the reader to understand that the job search experience is different when you are minoritized or from a marginalized population. Finally, I wanted individuals on the front lines (i.e., recruiters, hiring managers, career coaches, etc.) to know what they could do to build a more equitable hiring experience. I also wanted all the Keeshas to know what they could do to support themselves as well. My key message is this. If you genuinely want to increase diversity within the workplace, stop trying to “fix” job seekers, like Keesha. Rather, fix the obstacles they face within the hiring system. That will lead to increased diversity.
"If you genuinely want to increase diversity within the workplace, stop trying to “fix” job seekers, like Keesha. Rather, fix the obstacles they face within the hiring system." - Jenn Tardy
Q: Many [individuals] have blind spots about their hiring barriers. Do you have suggestions for how to balance shedding light but in a manner that does not hit them over the head with it? Statistics is one way. Are there exercises that work well?
A: I would suggest that you have guides available to speak to the career experiences of historically underrepresented populations while on their job search. It is as simple as saying that you recognize that the experience can feel like an obstacle course. If the student would like to read further about ways to navigate the obstacle course, you have reference guides available and are happy to answer any questions they may have. In this manner, you are proactively presenting them with information, and you are available to answer questions, as needed. Do not assume that everyone will want the advice or will have the same experience—and that is okay. Here’s one of our favorite guides at JTC. Career Advice for Underrepresented Populations: https://jennifertardy.lpages.co/career-advice-for-underrepresented-populations/
Q: How does one address this today with clients who don’t have “resume ready” names?
A: Always leave the final option to your client. Your only job as a career coach is to help them to understand what the data suggests about ethnic sounding names and how it connects to their ability to move forward in the job search. Share with them that some people opt to use initials. Whenever my clients ask me for my personal recommendation, I say that if a company nix’s your resume because your name is “too ethnic sounding” then think about if that is a place you really want to work.
"Resumes with African American-sounding names receive 14% less call-backs for jobs than white sounding names."
(Source: Builtin.com)
Q: Do you recommend for companies who want to try to change this in their process to do name-blind resume review?
A: I am not a big fan of blind resumes as the only solution, because it does not get to the root of the problem. The root of the matter is unconscious bias and the associations interview teams are connecting to a person’s name. When you see it happening at your company, say something. If you address the issue, you may not need name-blind resume reviews.
Q: I had an [individual] today who was concerned about asking questions to employers in interviews because they do not wish to be too pushy. What would be your advice to them?
A: Somewhere along the way, many have forgotten that interviews are a 2-way street. The employer assesses the candidate and the candidate assess the employer through asking questions. Remind your client that not only do interviewers expect questions, but the best interviews are a 2-way conversation. With that said, consider how questions throughout the interview process may be perceived across cultures. This can be impacted by the cultural perception of authority and power.
Q: Do you encourage clients to participate in identity-based professional associations?
A: I encourage clients to participate in any professional associations that can support their career goals. The next question that I usually receive is whether to list identity-based professional organizations on the resume. My recommendation is this: everything listed in your resume should confirm that you have the knowledge, skills, and abilities to do the job to which you are applying. If it does not, it should be removed because it will become more of a distraction than supportive. This also goes back to the earlier question, if an employer elects to not hire you because of the identity-based professional organization, is that really and organization that you want to work at anyway.
"Everything listed in your resume should confirm that you have the knowledge, skills, and abilities to do the job to which you are applying. If it does not, it should be removed because it will become more of a distraction than supportive." - Jenn Tardy
Q: In the employer article, it was stated that the interviewer thought of another person of color that didn't even stay for a year. Isn’t that unconscious bias?
A: I’m glad that you caught that. Often when hiring managers are trying to decide who will “fit” into the environment, they look for past experiences as indicators of what the future will hold. Although unconscious bias influences this situation, what is taking place is the consequences of an assumption about someone based on how they identify. Simply because another person did not stay doesn’t mean there is a problem with hiring a particular group. It also doesn’t mean that there’s a problem with the group—maybe the issue is with the environment.
I hope that you have enjoyed this 5-part article series as much as our team has enjoyed bringing the information to you! Let us keep the conversation going. What additional questions do you have about The Hiring System?
Do not forget to like, comment, and subscribe to the newsletter. This is part V of a 5 part newsletter edition.
Part I: Keesha meets the hiring system
Part II: How career coaches and employers can disrupt the hiring system
Part III: How employers can leverage Keesha’s spectrum of perspective
Part IV: A closing message for Keesha
Part V: FAQs
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