ACME INDUSTRIESStrength in Diversity

THE CHALLENGE

Supporting a changing organization

THE CHALLENGE

Supporting a changing organization Finding qualified candidates

THE CHALLENGE

Supporting a changing organization Finding qualified candidates Being consistent

THE CHALLENGE

Supporting a changing organization Finding qualified candidates Being consistent

Finding qualified candidates

What has changed?

More Advertising = More Candidates = More Diversity

English (speaking, reading, and writing) is now a minimum requirement for every job at Acme.

Executive Team Directive – F1 / Topgrading

Supporting diversity at Acme

Acme Industries strives to create an atmosphere that is free from harassment and discrimination. To support that goal, Acme Industries assures Equal Employment Opportunity in all of its employment practices, including but not limited to: Recruiting, Hiring, Placement, Transfers, Promotions, Practices, Compensation, Benefits, Training, Layoff/Recall, Demotions, Terminations.

What does this mean?

Supporting diversity at Acme

Acme Industries’ employment practices will be administered without regard to any of the following:

PROTECTED CHARACTERISTICS

Race, color, creed, religion, ancestry, national origin, age, disability, sex, sexual orientation, marital status, veteran status or any other basis prohibited by applicable federal, state or local fair employment laws or regulations.

Supporting Diversity at Acme

Diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing individual differences.  These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies.

Why is Diversity is Important?

Creating a Respectful Workplace

Why is Diversity is Important?

Creating a Respectful Workplace

Expanded Candidate Pool = expanded diversity

Why is Diversity is Important?

Creating a Respectful Workplace

Expanded Candidate Pool = expanded diversity

Federal Compliance

Be consistent

Ensure that you have the same expectations for each employee and candidate. This means:

Accurate Job Descriptions Physical requirements identified/adhered to Consistent efficiency/production expectations Documentation

Interviews, coaching, performance reviews

Stick to the facts – avoid questions that do not pertain specifically to the job requirements.

When interviewing, avoid all questions pertaining to personal or protected information: age, place of birth, race, sexual orientation, children, church affiliation, house or car ownership, type of military discharge, marital status, etc.

Topics to Avoid

The right questions to ask a candidate

-Previous experience

-Responsibilities

-Skills

-Ability to work specific hours/overtime

-Attendance record at previous position

-Relationship with previous/current supervisor

Hiring Right the first timeWhat is HR doing differently?

Telephone interviews

Requirements review

Meeting each candidate and follow-up with them

Making offer

Doing reference/background checks

Follow-up with new hires after 90 days