Our firm is looking into our hiring process with JEDI objectives and looking for examples that have been successful. Just like any other firms, we utilize career fair opportunities from local Universities, we have scholarship & endowment programs for several institutions, which became a major pipeline. We are working on evaluating all aspects of hiring, but this time our focus is information intake & candidate interview process.
- Removing bias during interview – we talked about “constant interviewer vs committee of interviewers” model, creating “universal questionnaires” and “skills checklist” among other strategies but looking for some examples and “stories” how others are identifying & overcoming any forms of biases.
- Information intake process – we have researched “blind audition” approach in information intake, such as resumes & portfolios. I’d like to hear if you have instituted any type of information intake processes that support the approach. We also hear the flip side of the approach, how the process intrinsically benefits privileged group, and would like to hear any pros/cons of the approach.
- Positive reinforcement from external sources – things like government contract, institutional client’s requirements that could shape the hiring practice. So far, our experience is limited to MBE, WBE requirements for contract that is mostly being handled by consultants, but I’d like to hear if you have shaped your hiring practice to meet the requirement beyond the equal opportunity employer.
- What else should be considered – is there anything missing that we should look into in JEDI & hiring practice?
Any stories or references would be much appreciated.