How To Hire Diverse Talent? Advantages

Diversity is improved by removing the resume from the hiring process

By starting an internship program, Health Data Research UK aims to improve the industry’s record for recruiting black women. Removing a key part of the screening process: resumes. The group created a short questionnaire. Instead of looking at the educational or professional background to select finalists for its program. For Blacks in health data science positions, asking them to explain AI-related topics. For example, what artificial intelligence is or asking to mention a new piece of artificial intelligence-based technology.

30 of the 48 interns hired by Health Data Research were women. Now, full-time hires are also made using the same skills-based recruitment approach.

Tammy Palmer, chief of people, said, “We know there’s a lot of talent out there.” “We are trying to break the stereotype that a scientist needs to have a certain kind of education.”

Outsourcing and freelance talent are directly related. The advantage of this process is that you get the best team for your business without having to hire a full-time employee.

It is part of a movement of organizations that set up hiring processes that minimize the importance of academic credentials and professional experience. Many technical workplaces test potential employees’ relevant skills during interviews. Nonetheless, the use of such assessments to reduce the importance of formal credentials is a relatively new phenomenon, inspired by the Black Lives Matter movement.

A multi-year initiative organized by the Business Roundtable lobby group. This group includes Dell Technologies, JPMorgan Chase, and Pfizer, which is separate from Health Data Research’s efforts. It will examine how employers hire for these positions. “There are people who qualify,” says Dane Linn, senior vice president of corporate initiatives at the Business Roundtable.

“Companies are also exploring the use of algorithms that analyze résumés to retrieve candidate lists.”

In the United Kingdom, Applied is one of the few companies developing tools to help assess potential candidates. This tool works in a more accurate and fairway. A standardized, anonymous assessment is available to businesses for initial screening using the software.

According to Applied Chief Executive Officer Khyati Sundaram, clients can also narrow the field. All responses can be scored against a strict rubric to narrow the field. The key to eliminating discrimination is not to hire people based on their race. Instead, we must remove the barriers that prevent people from underrepresented groups from getting hired.

For example, a technology company might send a programmer some broken code that needs to be fixed. Interviewers may ask an applicant to prepare a book pitch for presentation during the interview. According to Sundaram, assessments will be conducted to determine if the individual is capable of doing the job.

In the absence of other programs that address rooted inequalities, this strategy, say people working on diversity issues, has limited impact. Most people combine diversity and inclusion,” said Francisca Williams-Oni, director of counseling services at Grads of Life, a workplace diversity talent group that promotes skill-based hiring. Work needs to be a place where people can be themselves, in any shape or form.”

Studies show that companies using a skills-based approach to recruitment increase the number of women hired in STEM roles by almost 70% compared to national norms. Toward a gender-equal world.