“How can we create more inclusive benefits packages?” It’s a common question, especially now as competition to attract, engage, and...

Reason: Calling candidates or jobs “diverse” has two problems. First, “diverse” is not synonymous with minority or a specific...

Reason: Unfortunately, we don’t always have all the answers to candidate questions, including when it comes to diversity, inclusion,...

Reason: Parting gifts are a wonderful touch to an engaging candidate experience, unless those gifts give a very clear message of “I don’t...

Reason: It used to be common advice – when attending a video interview, make sure you are dressed appropriately, and the background is...

Reason: Diversity statements are plentiful. Unfortunately, many linger in the words giving candidates the impression that they are...

Reason: engaging, informative job descriptions attract and excite all those who would thrive in the position, including those who may not...

Awareness across all marginalized groups is more than just semi-annual training and a few friendly phrases. It requires continuous reinforce

Prepare a communication plan to ensure no candidate is at a disadvantage by not getting important information, especially those with...

This ten-minute conversation is a good time to thank the candidate for their time, get feedback on their experience and...

Designate and communicate a single point-of-contact for all questions so candidates are not left blasting out emails to everyone, or worse,

Define and communicate a change request process so candidates know what to do and that you understand...

Many background reports do not distinguish between the small possession charge from twenty years ago and murder, at least not...

Consider making a variety of materials available to refresh rules and best practices - from short-format blogs to video clips, to a full...

Candidates who don’t know what is happening or what will happen next could be left feeling disoriented, nervous, or confused, which will...

Replace or augment keywords with descriptive language when describing a job.

Help candidates. During the process, keep the candidates informed of the steps and ask if there is anything you can do or...

Rather than requiring a title or setting filters to only look for those directors or VPs, consider why (experience running teams, ...

There is a very simple way of finding out – rather than dismiss the candidate because of ‘job hopping’, ask them about it.

There is a simple test: does the advice pertain to something relevant to the job, and under the same circumstances, would it be offered>>>