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Tip of the week: Position the interviewee so their back is NOT to the door

The Momentum Conundrum

“My boss says they want to be better with diversity and inclusion, but I can’t get my organization to actually do anything.”


“Too hard”

“Too much money”

“There is no diversity for these positions”

“We are too ‘old school’ for change”

“No time”

“Other priorities”

“We don’t attract diverse candidates”

“We just spent a bunch of money on a new solution, and must adopt that first”

The reasons are plentiful – They are frustrating, they are deflating, and they are excuses.

The underlying challenge is simple to understand and difficult to manage: change is hard. And so, rather than change, we come up with a million reasons not to change. Afterall, what is being done today may not be great, or even good, but everyone knows how to do it. And this problem gets compounded when the change is big – and an inefficient, biased hiring process that leads to attrition, cost, and homogony is a pretty big problem.

Change is hard, taking the first step is not. 

Ships don’t ‘turn on a dime’, elephants aren’t ‘eaten in one bite’, and organization processes don’t change overnight. So, rather than pushing against the fear and hesitation to force a change in one big leap, why not consider the first step? 

The first step doesn’t need to be big or expensive or flashy. In fact, the perfect steps are easy to understand, embrace, and implement while raising awareness and building momentum for a larger goal.

Creating a fair, inclusive hiring process that embraces candidates across a wide range of diverse backgrounds, demographics, and approaches is incredibly important for your organization for many reasons. And so, together, let’s take the first steps.

Small step for organizations, giant leap for diversity

Career.Place proudly introduces TIPS for Inclusive Hiring. Each a small, low/no cost action that anyone can understand, embrace, and adopt. They are designed to create more inclusive hiring environments while raising awareness and building momentum towards inclusive, fair hiring.

Each week we will present a tip, such as the one below.

Candidates with their back to the door are more apt to be accidently startled if someone opens the door or walks into the room. This is particularly impactful to those who experience anxiety when startled, and those who are deaf and cannot hear someone entering. In addition, there are those who have been trained never to have their back to the door (such as military and law enforcement), so to force them to do so puts them at a disadvantage by potentially raising their discomfort and anxiety.

Have your own tips, questions, or requests – share them with us at

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