The Dos and Don’ts of Interview Small Talk

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The Dos and Don’ts of Interview Small Talk

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Avenica

 

Small talk is a form of conversation that helps people establish rapport, build relationships, and create a comfortable atmosphere in various social or professional settings. Utilizing small talk in a job interview is a way to establish rapport before diving into the more formal aspects of the interview such as your interest, qualifications, and fit for a position, and allows an employer to see your personality and communication skills.

It’s a skill that can be developed with practice, and the more you engage in it, the more natural it will become. Here are some dos and don’ts for incorporating small talk into a job interview:

DO’S:

1. Do Be Friendly and Approachable: Start with a warm and friendly demeanor to create a positive atmosphere.

2. Do Research: Before the interview, research the company and the interviewer, if possible, to find common ground for small talk.

3. Do Show Genuine Interest: Actively listen to the interviewer and respond with genuine interest in their comments.

4. Do Use Good Body Language: Maintain good eye contact, smile, and use open and relaxed body language to convey attentiveness.

5. Do Keep It Professional: While being friendly, remember you’re in a professional setting. Keep the conversation appropriate and respectful.

6. Do Stay Positive: Keep the conversation upbeat. Avoid complaining or bringing up negative topics.

DON’TS:

1. Don’t Overshare: Avoid sharing overly personal information. Keep the conversation focused on professional and neutral topics.

2. Don’t Interrupt: Let the interviewer finish their thoughts before responding. Interrupting can be seen as rude.

3. Don’t Get Off Track: While small talk is a way to build rapport, don’t let it derail the interview schedule or focus.

4. Don’t Bring Up Controversial Topics: Avoid discussing sensitive or controversial topics such as politics, religion, or personal problems.

5. Don’t Dominate the Conversation: Remember that small talk should be balanced. Avoid  dominating the conversation or monopolizing the interviewer’s time.

6. Don’t Be Negative: Avoid negative comments about previous employers or colleagues, as this can reflect poorly on you.

In essence, small talk during an interview should be a tool to establish rapport and make a positive impression. It’s an opportunity to showcase your social skills and professionalism, so keep it light, positive, and relevant to the professional context.

If you’re looking for information on how to kickstart your career, browse jobs today! We help entry-level and mid-level job seekers find positions that fit their expertise and career goals. Find more advice to help you in your job search.

The Power of Feedback

Job searching can feel like a full-time job. It involves consistent dedication searching for roles, applying, interviewing, and overcoming rejection. Rejection is something many people encounter throughout their job search, but there’s one thing job seekers can do to help improve their chances of finding that perfect role.

That one thing is asking for feedback! Asking for feedback during or after an interview can be daunting. It can make us feel inadequate or like we performed poorly in the interview. However, the truth is that asking for feedback can help us in multiple ways. Feedback could be related to anything from specific interviewing skills (i.e. how you answered each question) to how you conducted yourself in the interview; it could even be feedback that helps identify your interests for future interviews.

Below are important reasons as to why asking for feedback is critical and how it can aid your job search:

1. It shows your willingness to learn and a growth mindset.

This is an important skill for a potential new employee to have as it shows that you are seeking to improve. It also demonstrates your ability to accept constructive criticism, another important trait employers seek in potential employees.

2. It demonstrates a commitment to self-improvement.

By receiving feedback from a professional you can identify areas where you struggle in interviews. This will allow you to work on specific areas for development, thus helping you might be considered for a similar one or one you might be better suited for in the future.

3. It creates potential new opportunities.

When you ask for feedback, you are making a positive impression on the interviewer. This can be beneficial; if you are not considered for the applied role, you might be considered for a similar one or one you might be better suited for in the future.

4. It clarifies ability and position in the process for the role.

Asking for feedback lets you see where you stand in the process. It also helps you understand the reasons for potentially not being considered. This could have been something like the role not aligning with your desired hours or something on the employer’s side. All this helps you feel better by having a conclusive answer as to why you may or may not have been selected for the role.

5. It helps reveal your interests.

When people apply for jobs, they apply to anything and everything that they could be capable of doing based on their skills and experience. However, just because you can do it doesn’t mean you want to do it. Job searching consumes your focus and limits your ability to think about what is right for you. Asking for feedback in an interview can allow the interviewer to point out the roles you may be better suited for based on interests you may have overlooked.

6. It establishes rapport and a relationship with the interviewer.

Job searching is difficult to do alone. By asking for feedback, you establish more rapport with the interviewer and could even build a professional relationship with them. This, in turn, gives you access to their network, which could lead to the opportunity you have been looking for. Utilizing connections and networks can go a long way and could lead you to find your perfect role.

All in all, asking for feedback may be intimidating, but it is something that can help you immensely in your job search and in your professional journey! It not only helps you improve your skills but also assists you in learning more about yourself than you would have without seeking feedback!

 

If you’re looking for information on how to kickstart your career, browse jobs today! We help entry-level and mid-level job seekers find positions that fit their expertise and career goals. Find more advice to help you in your job search.

The Best Ways to Use LinkedIn 2023

The Best Ways to Use LinkedIn 2023

Do you need a LinkedIn?

Short answer? Yes, you should have a LinkedIn profile. LinkedIn is a resource for not only your job search, but for career exploration, networking, and growth. On LinkedIn you can access people’s professional credentials, explore what jobs are offered in your industry, and see insights into your career field. It’s likely a hiring manager on LinkedIn might find your profile in your job searching process, and the better your profile, the better impression you’ll make! Your LinkedIn account can build your credibility around who you are and your professional experiences.

 

So how do you get started on LinkedIn?

The first step is to make a profile! You’ll want to add a recent professional photo as your profile picture. Your company may offer custom LinkedIn banners, you could google a LinkedIn banner to add to your profile, or if you’re feeling creative you can create your own using Canva or Adobe. Then, you will add your career and education history. Add in your personal statement and you will have a great start to your LinkedIn!

 

What’s the best way to utilize LinkedIn?

There are many ways to use LinkedIn while in your job search and while already employed. Here are some of our top tips on how to utilize LinkedIn.

1.)    Follow companies and people you admire.

For example, if there is a marketing campaign that stood out to you on Instagram, check out LinkedIn to see more information. Are you interested in the next iPhone or electric car company? Follow their LinkedIn page to see what’s coming up next.

2.)    Post your thoughts on industry articles, share work highlights, and lessons learned.

It’s important to cultivate your personal brand in your posts. Comment friendly suggestions or compliments to others’ work accomplishments. Share your own accomplishments or challenges you’ve been having at work and ask for help from your network. You can even demonstrate how you overcame challenges to help others who may encounter similar challenges in the future.

3.)    Actually connect with your connections.

If there is someone who is doing really cool work, send them a message and ask for a coffee chat or informational interview. If someone reaches out to you, engage back with what they are asking or interested in. The whole point of a connection is to connect!

4.)    Add your portfolio or website links.

Do you have a portfolio of your past work that would contribute to your work credibility? That should be in the link section of your profile. It is fantastic for those who work in an industry where past projects can help you land your next role.

5.)    Add certificates, licenses, and projects.

Taking professional development courses? That’s an excellent opportunity to share your growth on LinkedIn. You don’t have to wait until you’re done to share either! When you reach a milestone in your course or work project, that’s a great chance to share with your professional network.

6.)    Follow accounts that inspire you and start scrolling.

The best way to learn how to utilize LinkedIn is by spending time looking at what others are doing. Ask yourself what you’d add or change about their posts and start making posts that you love.

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If you’re looking for information on how to kickstart your career, browse jobs today! We help entry-level job seekers find positions that fit their expertise and career goals. Find more advice to help you in your job search. You can add Avenica on LinkedIn here.

6 Little Things That Will Help you Get a Job

6 Little Things That Will Help You Get a Job

The little things are sometimes what help you land the job, or even miss out on the opportunity. Our hiring experts at Avenica have compiled a list of the “little things” that end up not being so little in the hiring process. Make your time count by considering the following tips when searching for a role.

1.)    Set up your voicemail.

When a hiring manager gives you a ring it may be to ask to schedule your next interview round or even offer you the role! Without a voicemail, you have no idea what the news is, and it can be discouraging if the hiring manager doesn’t hear back. By setting up a professional voicemail you can be sure that there is no barrier to communication between you and those who want to hire you!

2.)    Keep your emails organized.

If spam and marketing emails are taking up all your space in your email inbox it may be hard to sort through interview emails and even the job offer emails that may be in your inbox. It can be helpful to create a folder where all your virtual meeting links go or flag the ones that have not yet occurred. In addition, keep track of any emails that get auto-trashed after accepting. The last thing both you and the hiring manager want is for you to not be able to find the link to connect.

3.)    Use your professional email address and proper grammar in your application materials.

If you’re still using that old email you made in middle school, that’s great, but not for your job search. Your email is one of the first things hiring managers learn about you and it is important to keep interactions with the hiring manager professional.

Also, make sure your name is capitalized and spelled correctly in your application! Little things like this can make a big impact when hiring managers are looking at applications.

4.)    Texts and emails should maintain professional tones.

Texts with a potential employer aren’t the same as texting your BFF. Texting is a common form of communication in the hiring world, but it is still important to use your best grammar and spelling. Proper punctuation can help make it easier for you to clearly communicate to those who are working to get you a job.

5.)    Create a professional interview environment you can thrive in.

One of the best tricks for this is to DOUBLE CHECK your zoom background before hopping on! If you’re choosing to wear PJ pants with your blazer, that’s fine (though maybe not recommended…), but please make sure that the person you’re meeting with cannot see them. If there is someone else in the room with you, please keep them out of the background.

It is best to have a solid color background or if that is not an option most video apps have the ability to blur your background. If you’re not sure how to do this, look up a quick tutorial on YouTube prior to starting your virtual meeting. Feeling comfortable with technology can help your confidence and the ease at which you can communicate with those who want to hire you.

It’s important to know that the hiring process is an extension of the workplace. Life happens, but it is important to invest in your interview. This means not sitting on the couch or driving during your time with the interviewer. Keep your phone steady in one place to optimize sound and experience for all involved.

6.)    Read the emails that hiring managers send.

In order to get the most out of the time you have with a hiring manager make sure you know who you are talking to on the other end of the interview. Review the company’s core values and what they do, and be sure you understand the position being discussed. It is great to bring any clarifying questions you might have, but it’s up to you to really know generally what you are interviewing for before showing up to the interview.

Messages from the interviewer will most likely contain interview details, so be sure you are aware if something is a video or phone call interview, when it will take place, and if there are any additional steps to take before the interview.

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If you’re looking for information on how to kickstart your career, browse jobs today! We help entry-level job seekers find positions that fit their expertise and career goals. Find more advice to help you in your job search.

Tips for Setting Professional Goals in 2023

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Tips for Setting Professional Goals in 2023

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Avenica

 

As 2022 comes to a close it is a great time to take inventory of our accomplishments and look ahead to next year! As the new year approaches, whether you are in your first ever job, or working to make the leap to a new industry, these tips will help you get set up for even bigger professional strides in the coming year.

1.)  Set both long-term and short-term goals

It is important to have “reach goals” that will take a while to complete. These will help project a sense of anticipation and accountability throughout the time it takes to accomplish them. These long-term goals could be goals that take 1-5 years to accomplish. Short-term goals typically take less than a year to accomplish. Short-term goals help give milestones to celebrate and demonstrate you are on the right track to accomplishing those longer-term goals.

Some examples of long-term goals are: To implement a new marketing strategy in your company, with a timeline and deliverables structured into the strategy, or to complete a major project, with deadlines and milestones attached to the project plan.

Some examples of short terms goals are: Facilitate better feedback over the course of a quarter, make a certain number of sales this month, or have one meaningful networking lunch a month.

2.)  Make goals that are both measurable and abstract

It is helpful to be able to see progress by tracking goals through measurable data. For example, if your goal is to complete a course you will be able to track how much of the curriculum you complete. In addition, having a vision and feeling to focus on is just as important. Hand-in-hand with completing the course your goals could be to feel confident in the course material. Taking note in the degree of confidence you have will also push you forward towards this goal.

3.)  Ask someone to hold you accountable

The best way to make a goal happen is to tell others about it. Once you speak it into the world, you will likely feel a bit more pressure to complete it. It is important to share your goals with people who are safe and encouraging, so the pressure is positive and not anxiety inducing. Consider asking a coworker or manager to hold you accountable to your goals this year and schedule regular check-ins on the goals progress.

4.)  Make a vision board

Another great way to make your goals happen is to see them every day. Making a vision board that you keep in your office is a great strategy to encourage yourself to work toward the achieving your goal. This could be as easy as googling images that inspire you and pasting them on a piece of cardboard from the recycle bin! You could also create an online Pinterest board or go as far as to put images and affirmations on a bulletin board – the options are limitless!

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If you’re looking for information on how to kickstart your career, browse jobs today! We help entry-level job seekers find positions that fit their expertise and career goals. Find more advice to help you in your job search.

Managing Stress And Expectations This Holiday Season

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Managing Stress And Holiday Expectations This Holiday Season

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Avenica

 

As the holidays and new year approach it is important to take care of yourself. It may feel like a balancing act between holiday cheer and your usual work tasks. There are many end-of-year deadlines and expectations to meet, potential family and social pressure, as well as a change in the weather. With all these factors contributing to a busy time of year, we collected a list of 5 things that may help you manage or relieve some holiday work stress.

 

1.)    Plan out your holiday work schedule in advance

If you are planning to take time off, ask early so you and your supervisor can manage time together and look ahead for anything that may need to be done before you are out. In addition, look ahead at the beginning of the month to understand which holidays fall on which days of the week. Maybe a meeting will need to be moved or after school care changed. By looking ahead, you can ensure that you have a plan for the holidays in all of the areas of your life.

 

2.)    Plan time for yourself

Just as looking ahead can help you plan with everyone else in your life, it is important to plan some time for yourself. It might just be spending 5 minutes in the car before or after work on a YouTube meditation or going for a 15-minute walk by yourself to clear your thoughts. It is important to take time for yourself during the holidays as others’ expectations on your time may be higher than other times throughout the year.

 

3.)    Find out about your employer’s benefits

Many companies offer fitness incentives, mental health resources, and other programs that may offer support during this time of the year (and beyond!). Reach out to your HR department about what may be available to you through your company’s resources.

 

4.)    Check in with your coworkers

Holidays impact everyone differently, some may be celebrating holiday cheer while others may be looking for support for the season. If possible, take some time to connect with your coworkers to see if you can help support their workload. In addition, consider adding some social connects to your calendar to let your coworkers know that you have their back in their personal life as well.

 

5.)    Give back

The season of giving is all around. If you are looking for a way to feel good this holiday season look into some local ways to give back to your community. Consider volunteering at a local humane society, food drive or similar opportunity. You may even invite some of your coworkers to participate in a toy drive or other way to give back as a group to promote community within your team.

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If you’re looking for information on how to kickstart your career, browse jobs today! We help entry-level job seekers find positions that fit their expertise and career goals. Find more advice to help you in your job search.

DEI Hiring Practices

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An In-Depth Guide to DEI Hiring Practices

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Avenica

Take a moment to think of a successful sports team. In football, you need a variety of different skilled positions working in unison to function effectively. In basketball, having a healthy mix of shooters, passers, post players, and defensive specialists is a recipe for a team that’s tough to beat. Successful sports teams are analogous to successful work teams: It takes a diverse group of employees to accomplish challenging goals. Diverse teams tackle issues from multiple perspectives, shrink potential blind spots and, among other things, bring with them a wide variety of lived experiences that only serve to enrich the perspectives of those around them while positively adding to company culture.

But increased representation is only part of the solution. Working to create and implement inclusive hiring practices, policies, and environments serve as incubators for increased efficiency, productivity, job satisfaction, retention, and feelings of belonging among employees.

And, while the internal benefits of creating a more diverse workforce cannot be overstated, it’s equally important to understand that, in order to serve an ever-changing consumer landscape, companies must be willing to and able to listen to and act on the offered perspectives of their diverse workforce in order to create products and services that have mass appeal for diverse audiences.

Before any of this can happen, however, companies will need to make the steadfast commitment to intentionally recruit and hire with DEI as a focal point. It’s important to note that there’s no prescribed checklist or specific roadmap to follow when working to build inclusion within the recruiting and hiring process, but there are a number of different considerations companies and hiring managers will need to contemplate as they work through the needs for their companies. In this article, we will explore some of these considerations and provide a few helpful tips on how to navigate these new and exciting waters.


What is inclusive hiring and DEI recruiting?

Diversity, equity, and inclusion (DEI) are terms that are often used together and, unfortunately, used interchangeably. To be clear, these terms mean very different things. The Oxford dictionary offers up the following definitions:

  • Diversity: the practice or quality of including or involving people from a range of different social and ethnic backgrounds and of different genders, sexual orientations, etc.
  • Equity: the quality of being fair and impartial.
  • Inclusion: the action or state of including or of being included within a group or structure.

For the longest time, we based the success of diversity initiatives on sheer numbers. “That company has XX% people of color and women, which means they’re doing well.” Today, we understand that the issue is a bit too complex for tally marks alone to tell the whole story. Diversity, equity, inclusion is cultivating an environment that is not only demographically representative of the greater population, but also encourages, empowers, and uplifts the voices of employees who have been historically under-represented, under-valued and, quite frankly, silenced. A commitment to living out these ideals should not only be reflected in a company’s mission, vision, and values, but should be genuinely felt across the company.

So, when it comes to recruiting with diversity and inclusion in mind, there are a number of considerations companies will need to ponder:

  • Company profile
  • Recruitment strategies
  • Application and resume screening processes
  • Interviewing

How do you diversify hiring practices?

Company Profile

You may need to ask: what are the perceptions of your company and does it align with what you’d like those perceptions to be? Have you conducted climate surveys to better understand how your employees experience your company? Have you conducted climate surveys to delve more deeply into how consumers perceive your company, products, or services? Have you conducted exit interviews with departing employees? If so, what kind of feedback are you hearing in general in terms of DEI work? What have you done with that feedback? What work has your company done or plans to do in the community to establish/maintain/build trust among under-represented populations? These are just a few questions to consider as you work to fine tune your profile.

Recruitment Strategies

Are your career opportunities reaching target audiences? Have you partnered closely with college affinity groups? Have you reached out to colleges and universities with a reputation for having diverse and inclusive campus communities? Has your company gotten inf front of them? Have you sent representatives to recruit from target colleges? What is your social media presence and how are you getting in front of diverse candidate populations? This is an area where getting creative will pay off in terms of applicant turnout and diversity.

Application and Resume Screening

We know that historically under-represented candidates are bringing a ton of transferable skills from their personal lives into their work environment. Balancing budgets. Project management. Problem solving. Conflict management. Resource-linking, etc. The question, then, is how are you actively looking for ways to invite in those perspectives? To highlight those skills? Has the application or resume been supplemented with a cover letter or personal statements? Are you providing prompts on your applications that can coax out these skills? How are you controlling for bias in your resume review process? What active steps are you putting in to ensure that qualified talent from historically under-represented is not being excluded AND what steps are you taking to ensure fair and accurate representation? Shameless plug here but this is truly why Avenica exists. We work to move beyond the resume to dig into the intrinsic talents and abilities of our candidates.

Interviewing Process

Historically under-represented candidates want to ensure that the environment they’re joining is one that is safe and inclusive. So, remember they’re interviewing you just as much as you’re interviewing them. During the interview process, have you made clear your DEI goals and initiatives? Do your questions suggest a culture of care or a welcoming environment? This is crucial when historically under-represented candidates are trying to feel out what kind of team they could be joining. How prominent is your mission/vision/values? Do have one around DEI? What has it looked like in practice today? How do you want it to look in the future?


How to set and reach your DEI hiring goals

When the rubber meets the road, companies dedicated to promoting DEI will have put action behind intention. Leaders in the company will have fully bought into the importance of promoting a culture that is attractive to historically underrepresented talent and hiring managers will have worked diligently to ensure bias has been removed from their recruitment, screening, and interviewing processes. As stated earlier, there is no “one-size-fits-all” approach to creating and implementing inclusive practices and environments.

Need help incorporating DEI hiring practices into your company? See how Avenica’s career placement services can help.

Mental Health Awareness

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An In-Depth Guide to DEI Hiring Practices

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Avenica

http://Mental%20Health%20Matters

Take a moment to think of a successful sports team. In football, you need a variety of different skilled positions working in unison to function effectively. In basketball, having a healthy mix of shooters, passers, post players, and defensive specialists is a recipe for a team that’s tough to beat. Successful sports teams are analogous to successful work teams: It takes a diverse group of employees to accomplish challenging goals. Diverse teams tackle issues from multiple perspectives, shrink potential blind spots and, among other things, bring with them a wide variety of lived experiences that only serve to enrich the perspectives of those around them while positively adding to company culture.

But increased representation is only part of the solution. Working to create and implement inclusive hiring practices, policies, and environments serve as incubators for increased efficiency, productivity, job satisfaction, retention, and feelings of belonging among employees.

And, while the internal benefits of creating a more diverse workforce cannot be overstated, it’s equally important to understand that, in order to serve an ever-changing consumer landscape, companies must be willing to and able to listen to and act on the offered perspectives of their diverse workforce in order to create products and services that have mass appeal for diverse audiences.

Before any of this can happen, however, companies will need to make the steadfast commitment to intentionally recruit and hire with DEI as a focal point. It’s important to note that there’s no prescribed checklist or specific roadmap to follow when working to build inclusion within the recruiting and hiring process, but there are a number of different considerations companies and hiring managers will need to contemplate as they work through the needs for their companies. In this article, we will explore some of these considerations and provide a few helpful tips on how to navigate these new and exciting waters.


What is inclusive hiring and DEI recruiting?

Diversity, equity, and inclusion (DEI) are terms that are often used together and, unfortunately, used interchangeably. To be clear, these terms mean very different things. The Oxford dictionary offers up the following definitions:

  • Diversity: the practice or quality of including or involving people from a range of different social and ethnic backgrounds and of different genders, sexual orientations, etc.
  • Equity: the quality of being fair and impartial.
  • Inclusion: the action or state of including or of being included within a group or structure.

For the longest time, we based the success of diversity initiatives on sheer numbers. “That company has XX% people of color and women, which means they’re doing well.” Today, we understand that the issue is a bit too complex for tally marks alone to tell the whole story. Diversity, equity, inclusion is cultivating an environment that is not only demographically representative of the greater population, but also encourages, empowers, and uplifts the voices of employees who have been historically under-represented, under-valued and, quite frankly, silenced. A commitment to living out these ideals should not only be reflected in a company’s mission, vision, and values, but should be genuinely felt across the company.

So, when it comes to recruiting with diversity and inclusion in mind, there are a number of considerations companies will need to ponder:

  • Company profile
  • Recruitment strategies
  • Application and resume screening processes
  • Interviewing

How do you diversify hiring practices?

Company Profile

You may need to ask: what are the perceptions of your company and does it align with what you’d like those perceptions to be? Have you conducted climate surveys to better understand how your employees experience your company? Have you conducted climate surveys to delve more deeply into how consumers perceive your company, products, or services? Have you conducted exit interviews with departing employees? If so, what kind of feedback are you hearing in general in terms of DEI work? What have you done with that feedback? What work has your company done or plans to do in the community to establish/maintain/build trust among under-represented populations? These are just a few questions to consider as you work to fine tune your profile.

Recruitment Strategies

Are your career opportunities reaching target audiences? Have you partnered closely with college affinity groups? Have you reached out to colleges and universities with a reputation for having diverse and inclusive campus communities? Has your company gotten inf front of them? Have you sent representatives to recruit from target colleges? What is your social media presence and how are you getting in front of diverse candidate populations? This is an area where getting creative will pay off in terms of applicant turnout and diversity.

Application and Resume Screening

We know that historically under-represented candidates are bringing a ton of transferable skills from their personal lives into their work environment. Balancing budgets. Project management. Problem solving. Conflict management. Resource-linking, etc. The question, then, is how are you actively looking for ways to invite in those perspectives? To highlight those skills? Has the application or resume been supplemented with a cover letter or personal statements? Are you providing prompts on your applications that can coax out these skills? How are you controlling for bias in your resume review process? What active steps are you putting in to ensure that qualified talent from historically under-represented is not being excluded AND what steps are you taking to ensure fair and accurate representation? Shameless plug here but this is truly why Avenica exists. We work to move beyond the resume to dig into the intrinsic talents and abilities of our candidates.

Interviewing Process

Historically under-represented candidates want to ensure that the environment they’re joining is one that is safe and inclusive. So, remember they’re interviewing you just as much as you’re interviewing them. During the interview process, have you made clear your DEI goals and initiatives? Do your questions suggest a culture of care or a welcoming environment? This is crucial when historically under-represented candidates are trying to feel out what kind of team they could be joining. How prominent is your mission/vision/values? Do have one around DEI? What has it looked like in practice today? How do you want it to look in the future?


How to set and reach your DEI hiring goals

When the rubber meets the road, companies dedicated to promoting DEI will have put action behind intention. Leaders in the company will have fully bought into the importance of promoting a culture that is attractive to historically underrepresented talent and hiring managers will have worked diligently to ensure bias has been removed from their recruitment, screening, and interviewing processes. As stated earlier, there is no “one-size-fits-all” approach to creating and implementing inclusive practices and environments.

Need help incorporating DEI hiring practices into your company? See how Avenica’s career placement services can help.

 

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