Interviewing and Selecting Candidates
Once you have a pool of candidates, the next step is to decide whom to interview and then conduct interviews. At this point in the process, it is very useful to ask a diverse group of people to review résumés and participate in interviews. As you will quickly find if you try this experiment, asking a diverse group of individuals to review resumes will probably result in a bigger, more diverse pool of candidates to interview than you might select on your own. People with different backgrounds tend to value different skills and experience and evaluate candidates based on slightly different criteria.
Once the candidates to be interviewed are selected, invite the diverse group of individuals who reviewed the résumés to join you for the interviews. Having a diverse group of individuals involved in the hiring process is beneficial for three reasons:
You're more likely to get a balanced perspective about the skills and backgrounds of each interviewee.
Candidates of color will probably be more comfortable in the interview process if there are others present who have a similar cultural background.
It is more likely that the questions asked will elicit information about a candidate's knowledge of diverse communities.
Be sure to let interviewers know how much you appreciate, and will take into account, their candid, honest feedback about the candidates, and provide the interviewers with clear information about your decision-making process for the position. If you do so, you will be more likely to receive valuable information that will help your organization to select the best candidate for the job. If you follow most or all of the suggestions in this section, the pool of candidates that you have to choose from when hiring staff people should be significantly more diverse than before you began experimenting with these practices.