I know, I know. I said that Interviewing and Hiring Part III was the final installment in the series but sometimes something so important comes up that you just have to write.
Today's installment is the postscript. The part of the letter that comes to you after all the really important stuff is on the table but that absolutely must be included.
PS - A Word of Caution
I can't give you the back story on this post - confidentiality and all - but let's just say your staff knows your hiring patterns. Have a proclivity to hire "eye candy?" Your staff knows. Favor younger applicants over older applicants? Your staff knows. Think only men should teach 5th grade? They know. Favor one race? Believe me, they know.
And guess what else ... they're talking about it.
Take Aways
- Look for patterns in your hiring. The easiest way to do this is to pull your hires for the last 5 years and look for commonalities.
- Sometimes we have associations based on things like race, age, gender that we're not fully aware of (or don't fully acknowledge). Go to a site like Project Implicit to test your own perceptions about race.
- Make sure your interview panel is diverse in terms of age, race, and gender. If you have to override a decision made by the panel, be able to articulate sound reasons for doing so.
- And if you find that you have engaged in some sort of pattern hiring - have the maturity as a leader to change it!
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