{"id":5411,"date":"2022-01-24T15:30:22","date_gmt":"2022-01-24T20:30:22","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=5411"},"modified":"2023-12-11T17:11:23","modified_gmt":"2023-12-11T22:11:23","slug":"crafting-inclusive-resume-review-process","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/crafting-inclusive-resume-review-process\/","title":{"rendered":"Guest Blog: Crafting an Inclusive Resume Review Process"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"less than\/brgreater than Especially in today\u2019s talent market, it\u2019s tempting to fill an open position quickly with a qualified candidate who is conveniently available, but a more deliberate and intentional end-to-end hiring process can result in long-term benefits, rather than just filling an immediate need. This is especially true if your company\u2019s goal is to create a more diverse, equitable, and inclusive workplace culture.\u00a0 Attracting a diverse pool of job applicants is a great first step, and writing inclusive job descriptions and ensuring a fair recruitment process can help. But how can hiring managers prevent qualified candidates from being eliminated early on due to hidden or unconscious bias?\u00a0 An inclusive resume review process negates the effects of hidden prejudices and allows the best candidates to stand out, regardless of their gender, race, education history, ethnicity, national origin, and more. The next time you have an open position, consider these four tips for creating a more inclusive screening process. 1. Understand unconscious bias, and resolve to address it. Everyone on your team who is in a position to influence or be involved in the hiring process should know how hidden bias can affect their decisions and your hiring outcomes. Even those who champion diversity, equity, and inclusion as a workplace priority can benefit from unconscious bias training in order to highlight potential pitfalls and learn to mitigate their own innate tendencies. Being aware of bias is only the first step; concrete measures to combat prejudice are also essential.\u00a0 One great example comes from Airbnb. The company has been aware of racism on its platform since a 2014 study revealed discrimination by hosts, and they have responded with a number of measures, including anti-bias training and policy changes. This month, as part of its ongoing goals to fight bias and improve inclusion, Airbnb will launch a trial program that will obscure the name and photo of potential guests until the booking is confirmed. 2. Conduct masked resume reviews. Hiding personal identifiers is one of the most widely-used methods for conducting inclusive applicant screening. In a masked resume review, all non-essential demographic data \u2013 like the person\u2019s name, address, and school \u2013 are stripped from the resume, allowing reviewers to focus on experience and qualifications.\u00a0 Astronomers at the Space Telescope Science Institute used this method to combat gender bias in their review and acceptance of research proposals to use the Hubble and James Webb space telescopes. Before their masked review practice began in 2018, proposals for Hubble time that were submitted by women had a much lower acceptance rate. That year, proposals from women outpaced those submitted by men for the first time.\u00a0 There are many software programs available to hide an applicant\u2019s demographic information, but there are also numerous low-tech alternatives. For instance, you may ask applicants to leave out identifying data from their resumes, or edit printed resumes with a black Sharpie marker before starting the review process. 3. Use skills assessments to judge qualifications. Pre-hire assessments are another common way to measure a candidate\u2019s skills and qualifications more objectively. Often, these tests are part of the screening process, aiming to measure not just job-related skills but also personality traits, motivational drivers, and value alignment. As an example, the British charity Comic Relief uses Applied software to ask specific role-related questions in the application process. \u201cThis lets us focus on the candidate\u2019s skills, rather than trying to connect the dots between a cover letter and a [resume] and risking our own unconscious bias contributing to decision-making,\u201d says Charlotte Cole, Comic Relief\u2019s recruitment manager. Ditching the resume entirely and relying on skills tests or project-based assessments can help to level the playing field, but it\u2019s important to note that poorly-designed tests can also draw out an already lengthy hiring process. Qualified candidates might also balk at completing a project aimed at judging their skills if it smacks of unpaid work, so it\u2019s crucial that you communicate early in the process that you\u2019re assigning these tasks as a way to mitigate resume-based biases in the hiring process. 4. Recruit a diverse hiring team Skills assessments and blind resume reviews are helpful tools for initial candidate screening, but they don\\'t address what happens when candidates show up for in-person or video interviews. That\u2019s when it\u2019s important to have the right people on your interview teams. In brief, a diverse interview team can achieve better hiring results by mitigating each other\u2019s unconscious biases. If your current employee population is still mostly homogenous, you may need to call on external partners to make your interview team more diverse.\u00a0 A great example comes from Paul Cash, general counsel of Wyndham Destination Network, who set a team goal to hire more diverse lawyers. To make that happen, Cash first enlisted a diverse hiring team. \u201cWe thought if we have a diverse group of interviewers, that we\u2019ll look at the candidates all differently, we\u2019ll get the best picture and that will produce the best balanced slate of candidates,\u201d he says. The team then screened every resume that was submitted, taking care to focus on qualifications, not which law school the applicant attended.\u00a0 This collaborative approach removes the hiring decision from a single hiring manager and improves the decision-making process through diversity of thought. One person\u2019s biases can be caught and balanced, plus members of the team can hold each other accountable to follow the process as it is intended. While there are certainly some drawbacks to each of these techniques when used alone, often, a mix of all four methods will yield great results that align with your company\u2019s diversity, equity, and inclusion goals. It might be helpful to think of your organization\u2019s inclusive hiring process as a journey with frequent pit stops to reflect, reevaluate, and edit as necessary.\u00a0 As Katherine McNamee, Director of Human Resources at The American Alliance of Museums, so nicely phrases it, \u201clike all organizations who hope to create a more equitable workplace, we must continue to question all aspects of our processes, procedures, norms, and values \u2014 including with staffing decisions.\u201d To learn more about creating an equitable and inclusive hiring process, join The Diversity Movement this Thursday, January 27, at 12:00 ET for a free, live webinar discussing \u201cHow to Lead an Inclusive Interview Process.\u201d Amber Keister is a writer and editor who believes in the power of story to bring people together. Her work has appeared in Cary Magazine, The News & Observer, and other local publications.\u00a0\", \"US English Male\");\n                }\n            };\n        <\/script>\n     &lt;\/br&gt;<br \/>\n<span style=\"font-weight: 400;\">Especially in today\u2019s talent market, it\u2019s tempting to fill an open position quickly with a qualified candidate who is conveniently available, but a more deliberate and intentional end-to-end hiring process can result in long-term benefits, rather than just filling an immediate need. This is especially true if your company\u2019s goal is to create a more diverse, equitable, and inclusive workplace culture.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Attracting a diverse pool of job applicants is a great first step, and <\/span><a href=\"https:\/\/landing.thediversitymovement.com\/inclusive-job-descriptions-workshop\/?mc_cid=acf298b585&amp;mc_eid=12d00d6b20\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">writing inclusive job descriptions<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/thediversitymovement.com\/mitigating-recruitment-bias-hire-best-talent\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">ensuring a fair recruitment process <\/span><\/a><span style=\"font-weight: 400;\">can help. But how can hiring managers prevent qualified candidates from being eliminated early on due to hidden or unconscious bias?\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">An inclusive resume review process negates the effects of hidden prejudices and allows the best candidates to stand out, regardless of their gender, race, education history, ethnicity, national origin, and more. The next time you have an open position, consider these four tips for creating a more inclusive screening process.<\/span><\/p>\n<h3>1. Understand unconscious bias, and resolve to address it.<\/h3>\n<p><span style=\"font-weight: 400;\">Everyone on your team who is in a position to influence or be involved in the hiring process should know how hidden bias can affect their decisions and your hiring outcomes. Even those who champion diversity, equity, and inclusion as a workplace priority can benefit from <\/span><a href=\"https:\/\/thediversitymovement.com\/unconscious-bias-the-secret-disrupter\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">unconscious bias training<\/span><\/a><span style=\"font-weight: 400;\"> in order to highlight potential pitfalls and learn to mitigate their own innate tendencies. Being aware of bias is only the first step; concrete measures to combat prejudice are also essential.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One great example comes from Airbnb. The company has been aware of racism on its platform since a <\/span><a href=\"https:\/\/hbswk.hbs.edu\/item\/racial-discrimination-in-the-sharing-economy-evidence-from-a-field-experiment\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">2014 study<\/span><\/a><span style=\"font-weight: 400;\"> revealed discrimination by hosts, and they have responded with a <\/span><a href=\"https:\/\/blog.atairbnb.com\/fighting-discrimination-and-creating-a-world-where-anyone-can-belong-anywhere\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">number of measures<\/span><\/a><span style=\"font-weight: 400;\">, including anti-bias training and policy changes. This month, as part of its ongoing goals to fight bias and improve inclusion, Airbnb will launch a <\/span><a href=\"https:\/\/www.nbcnews.com\/news\/us-news\/airbnb-limit-use-travelers-names-anti-racism-experiment-oregon-rcna10876\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">trial program<\/span><\/a><span style=\"font-weight: 400;\"> that will obscure the name and photo of potential guests until the booking is confirmed.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8876 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-1024x341.png\" alt=\"TDM Library: your one-stop-shop for update, expert DEI Resources. Explore the platform with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<h3>2. Conduct masked resume reviews.<\/h3>\n<p><span style=\"font-weight: 400;\">Hiding personal identifiers is one of the most widely-used methods for conducting inclusive applicant screening. In a masked resume review, all non-essential demographic data \u2013 like the person\u2019s name, address, and school \u2013 are stripped from the resume, allowing reviewers to focus on experience and qualifications.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Astronomers at the <\/span><a href=\"https:\/\/www.npr.org\/2022\/01\/11\/1071752559\/who-gets-to-use-nasas-james-webb-space-telescope-astronomers-work-to-fight-bias\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Space Telescope Science Institute<\/span><\/a><span style=\"font-weight: 400;\"> used this method to combat gender bias in their review and acceptance of research proposals to use the Hubble and James Webb space telescopes. Before their masked review practice began in 2018, proposals for Hubble time that were submitted by women had a much lower acceptance rate. That year, proposals from women outpaced those submitted by men for the first time.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">There are many software programs available to hide an applicant\u2019s demographic information, but there are also numerous low-tech alternatives. For instance, you may ask applicants to leave out identifying data from their resumes, or edit printed resumes with a black Sharpie marker before starting the review process. <\/span><\/p>\n<h3>3. Use skills assessments to judge qualifications.<\/h3>\n<p><span style=\"font-weight: 400;\">Pre-hire assessments are another common way to measure a candidate\u2019s skills and qualifications more objectively. Often, these tests are part of the screening process, aiming to measure not just job-related skills but also personality traits, motivational drivers, and value alignment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As an example, the British charity <\/span><a href=\"https:\/\/www.beapplied.com\/customer-stories\/comic-relief\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Comic Relief<\/span><\/a><span style=\"font-weight: 400;\"> uses <\/span><a href=\"https:\/\/www.beapplied.com\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Applied software<\/span><\/a><span style=\"font-weight: 400;\"> to ask specific role-related questions in the application process. \u201cThis lets us focus on the candidate\u2019s skills, rather than trying to connect the dots between a cover letter and a [resume] and risking our own unconscious bias contributing to decision-making,\u201d says Charlotte Cole, Comic Relief\u2019s recruitment manager.<\/span><\/p>\n<p><a href=\"https:\/\/www.cnbc.com\/2021\/08\/23\/the-resume-may-no-longer-be-the-tool-for-hiring-a-more-diverse-team.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Ditching the resume entirely<\/span><\/a><span style=\"font-weight: 400;\"> and relying on skills tests or project-based assessments can help to level the playing field, but it\u2019s important to note that poorly-designed tests can also draw out an already lengthy hiring process. Qualified candidates might also balk at completing a project aimed at judging their skills if it smacks of unpaid work, so it\u2019s crucial that you communicate early in the process that you\u2019re assigning these tasks as a way to mitigate resume-based biases in the hiring process.<\/span><\/p>\n<h3>4. Recruit a diverse hiring team<\/h3>\n<p><span style=\"font-weight: 400;\">Skills assessments and blind resume reviews are helpful tools for initial candidate screening, but they don&#8217;t address what happens when candidates show up for in-person or video interviews. That\u2019s when it\u2019s important to have the right people on your interview teams. In brief, a diverse interview team can achieve better hiring results by mitigating each other\u2019s unconscious biases. If your current employee population is still mostly homogenous, you may need to call on external partners to make your interview team more diverse.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A great example comes from Paul Cash, general counsel of <\/span><a href=\"https:\/\/www.diversityincbestpractices.com\/resume-review-revamp-boosts-diversity-hiring\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Wyndham Destination Network,<\/span><\/a><span style=\"font-weight: 400;\"> who set a team goal to hire more diverse lawyers. To make that happen, Cash first enlisted a diverse hiring team. \u201cWe thought if we have a diverse group of interviewers, that we\u2019ll look at the candidates all differently, we\u2019ll get the best picture and that will produce the best balanced slate of candidates,\u201d he says. The team then screened every resume that was submitted, taking care to focus on qualifications, not which law school the applicant attended.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This collaborative approach removes the hiring decision from a single hiring manager and improves the decision-making process through diversity of thought. One person\u2019s biases can be caught and balanced, plus members of the team can hold each other accountable to follow the process as it is intended.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">While there are certainly some <\/span><a href=\"https:\/\/www.shrm.org\/resourcesandtools\/hr-topics\/talent-acquisition\/pages\/blind-hiring-practices.aspx\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">drawbacks<\/span><\/a><span style=\"font-weight: 400;\"> to each of these techniques when used alone, often, a mix of all four methods will yield great results that align with your company\u2019s diversity, equity, and inclusion goals. It might be helpful to think of your organization\u2019s inclusive hiring process as a journey with frequent pit stops to reflect, reevaluate, and edit as necessary.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As Katherine McNamee, Director of Human Resources at The American Alliance of Museums, so nicely phrases it, \u201clike all organizations who hope to create a more equitable workplace, we must continue to question all aspects of our processes, procedures, norms, and values \u2014 including with staffing decisions.\u201d<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">To learn more about creating an equitable and inclusive hiring process, join The Diversity Movement this Thursday, January 27, at 12:00 ET for a free, live webinar discussing \u201c<\/span><\/i><a href=\"https:\/\/landing.thediversitymovement.com\/inclusive-interviews-workshop\/?_ga=2.265242699.592846694.1642730649-1399428146.1642730649\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">How to Lead an Inclusive Interview Process.<\/span><\/i><\/a><i><span style=\"font-weight: 400;\">\u201d<\/span><\/i><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8041 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n<p><i><span style=\"font-weight: 400;\">Amber Keister is a writer and editor who believes in the power of story to bring people together. Her work has appeared in Cary Magazine, The News &amp; Observer, and other local publications.\u00a0<\/span><\/i><\/p>\n","protected":false},"excerpt":{"rendered":"<p>&lt;\/br&gt; Especially in today\u2019s talent market, it\u2019s tempting to fill an open position quickly with a qualified candidate who is conveniently available, but a more deliberate and intentional end-to-end hiring15<\/p>\n","protected":false},"author":2,"featured_media":5412,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[61,5],"tags":[],"tdm_type":[92],"class_list":["post-5411","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-inclusive-hiring-onboarding-and-retention-strategies","category-blogs","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Guest Blog: Crafting an Inclusive Resume Review Process - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"An inclusive resume review process negates the effects of hidden prejudices and allows the best candidates to stand out. 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