Selection Process

Diversity and Inclusion in Recruitment Process:

Organizations of all types grapple with how to do activities such as searching/hiring in a way that overcomes the fact that all persons involved in the selection process are impeded by cultural fluency, deeply entrenched values that shape judgments. Interestingly, men and women share ideas about gender that lead them to apply the same assumptions to selection processes. Similarly, minority persons share ideas about race with dominant white culture, with a similar result to selection/hiring processes. These ideas are sometimes referred to as "hidden biases" or "unconscious biases." Recognition of this tendency can help reduce impact on review processes.

Diversity and Inclusion Links:

Below is a great Ted talk, called "What Does My Headscarf Mean to You," given by Yassmin Abddel Magied in 2014.  She explains the ideas of "hidden biases" or "unconscious biases" well and gives some great examples of how we may automatically make assumptions given certain situations. 

What Does My Headscarf Mean To You Video

From Reviewing Applicants, Research on Bias and Assumptions

Advice for minimizing the influence of bias and assumptions:

  • Strive to increase the representation of women and minorities in your applicant pool
  • Learn about and discuss research on biases and assumptions and consciously strive to minimize their influence on your evaluation
  • Develop and prioritize evaluation criteria prior to evaluating candidates and apply them consistently to all applicants
  • Spend sufficient time (at least 20 minutes) evaluating each applicant
  • Evaluate each candidate's entire application; don't depend too heavily on only one element such as the letters of recommendation, or the prestige of the degree-granting institution or post-doctoral program
  • Be able to defend every decision for eliminating or advancing a candidate
  • Periodically evaluate your judgments, determine whether qualified women and underrepresented minorities are included in your pool and consider whether evaluation biases and assumptions are influencing your decisions

The recruitment and selection process is important for all aspects of the institution. The Sr. Recruiter has the expertise to assist hiring managers and search committees with procedures to ensure the winnowing of candidates is done fairly and objectively. There are several pieces to the recruitment and selections process; sourcing candidates, reviewing and tracking applicants, conducting interviews, and final selection for employment. Finally, reference checks are important as tools to assure selection outcomes.

Resources:

Candidate Reference Check

Sample Survey Templates

Dean

Director

Faculty

Contact the People Center:

peoplecenter@champlain.edu