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diversity and inclusion recruitment audit
John Eatwell and Tara Longley
www.strategictalent.nz
- verview
- Background
- Methodology
- Findings
- Recommendations
- Thoughts for discussion
diversity and inclusion recruitment audit John Eatwell and Tara - - PowerPoint PPT Presentation
diversity and inclusion recruitment audit John Eatwell and Tara - - PowerPoint PPT Presentation
diversity and inclusion recruitment audit John Eatwell and Tara Longley overview Background Methodology Findings Recommendations Thoughts for discussion www.strategictalent.nz background Ravensdown Ltd Board and CEO
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background
- Ravensdown Ltd
- Board and CEO driving diversity
- Current goals around gender diversity but wanted to be
broader
- Some actions already taken at a Board and Executive
level
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methodology
- Interview
- Internal Customers
- Applicants - successful and withdrawn
- People and Culture Team
- Review materials (strategies, policies, PDs, interview
guides, ads, tests and questionnaires used etc)
- Review how decisions where being made
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areas for review
- Strategy and actions to implement
- Attraction
- Selection
- Screening
- Interviews
- Assessment
- Candidate quality
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strategy
- Goals
- Targets
- Policies and values
- Diversity and Inclusion
- Recruitment based on merit
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attraction
- Ads
- Careers page
- Website and
- Video
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selection
- Position Descriptions and Competencies
- Screening
- Interviews - phone and in person/video
- Assessment
- Final decision based on gut feel and team fit
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training
- Treaty of Waitangi and unconscious bias training for
Executive and middle managers.
- No formal training on recruitment skills, diversity and
inclusion
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key recommendations
- ‘Benchmarks’ rather than ‘targets’ in strategy. Panel/Whanau interviews
- All Ravensdown managers involved in recruitment and selection should complete
Objective Assessment and Recruitment Skills training, followed by HR coaching.
- Position descriptions’ contain criteria which are used at all stages of the selection
- process. Competency framework is reviewed and rationalised.
- Applicant Tracking System and Online video Interviewing based on criteria
- Competency based interview approach and guides should be developed with
behaviourally anchored rating scales. Other tools are aligned (eg reference checks).
- Assessments aligned to competencies and selected based on key evaluation
criteria.
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next steps
- Reviewing competencies
- Implementing applicant tracking system
- Review process for position descriptions
- Tendering for new psychometric tools again key criteria in
psychological society professional handbook
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conclusions
- Overall a robust process.
- A number of improvements that can be made
- Good to stop and review!
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References
- Apfelbaum, E. (August, 2016). Why Your Diversity Program May Be Helping
Women but Not Minorities (or Vice Versa). Harvard Business Review.
- Bohnet, I. (2016). How to take the bias out of interviews. Harvard Business
Review.
- Dobbin, F
. & Kalev, A. (Oct, 2016). Why Diversity Programs Fail: And what works better. Harvard Business Review.
- Hay. (2015). The Balancing Act: Creating a Diverse Workforce. Hay NZ.
- Roxburgh, E. & Hansen, K. (2015). Bias in Recruitment and Selection. Centre
for Labour, Employment and Work.
- Sivabalan, R. Y. (2014). How to Transform the Traditional Way of Recruitment
in the online system. International Business Research , 178-185.