Punith Suvarna’s Post

How are you making talent assessments and interviewing more inclusive and accessible? Interviews should always be designed to assess a persons ability to do the role - no tricks, no deceptive questions, just an review of core competencies. Anything we can do to widen the gate for talent, to engage more diverse talent from all over the world with different abilities, and have true equal opportunities gives us access to some amazing talent that we wouldn't ordinarily get with traditional methods. This article reminded me to re-instate an old practice I had where I ask in my initial reach outs emails for any accommodations or supports we can explore to make the process a better one for people. Thanks Harvard Business Review, always a good read for #HR professionals. https://lnkd.in/egM9UGEf #Interviewing #Accessibility #Diversity #Inclusion #hiring #talentassessment #beyourself #talentacquisition #mondaymotivation

Learn how to design job interviews that accommodate disabled individuals and those with diverse learning styles. By doing so, you’ll expand your talent pool and foster a more equitable workplace.  Read this article from Harvard Business Review for valuable insights. #Accessibility #CareerDevelopment #DHRGlobal

Making Job Interviews More Accessible Creating accessible job interviews is crucial for fostering inclusivity. Here are key steps to ensure your interview process is welcoming for all candidates: 1. Offer multiple interview formats, such as virtual or in-person, to accommodate different needs. 2. Provide clear instructions and an overview of the process beforehand. 3. Ensure the interview environment is physically accessible and free of distractions. 4. Be flexible with scheduling to accommodate different time zones and personal circumstances. 5. Train interviewers on inclusive practices and unconscious bias. By implementing these steps, you can create a more inclusive and equitable hiring process. Inspired by insights from Harvard Business Review: https://lnkd.in/gV2upqDP #Accessibility #InclusiveHiring #JobInterviews #HR #Recruitment #DiversityAndInclusion #TalentAcquisition #WorkplaceEquity #Leadership

"Designing an #accessible, #inclusive interview process for #disabled people and people with different learning styles both widens the talent pool and creates a more equitable workplace. "For hiring managers, this requires a thoughtful and conscientious approach. Where do you begin? What actions can you take to accommodate candidates’ needs? How do you maintain consistent evaluation criteria? And how can you set up an environment where all candidates have opportunities to demonstrate their strengths? "A record share of disabled people were employed in the U.S. last year, according to a report from the Bureau of Labor Statistics. This is progress but more can be done, according to Katie Bach, a former nonresident senior fellow at the Brookings Institution who has spent most of her career focused on job creation, access, and quality. "It starts with creating a level playing field in job interviews. 'Offering accommodations to candidates is table stakes,' she says. 'What I see as the next step is not just asking individuals if they need accommodation, but helping candidates think through what kinds of accommodations might be possible.' "Reimagining old, out-moded interview tactics is also key, says Ludmila Praslova, professor of organizational psychology at Vanguard University and the author of The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work. "'We’ve been using the same methods for years without considering what’s truly needed for a specific job and how to identify the right candidate,' she says. After all, the goal of job interviews is to uncover a candidate’s potential and “assess whether that individual has the necessary skills for the role; everything else creates unnecessary barriers.'" Read more for some strategies for making your job interviews fairer and more inclusive: https://lnkd.in/gwiFmTUg #AccessibilityNews #AccessibilityMatters #AccessibilityAwareness #AccessibilityForAll #AccessibleJobs #AccessibleCanada #AccessibleWorld #BreakingBarriers #LevelPlayingField #LPF

How accessible are your job interviews? "Designing an accessible, inclusive interview process for disabled people and people with different learning styles both widens the talent pool and creates a more equitable workplace." Incorporating practices such as structured interviews, creating a menu of accommodations, and broadening your understanding of disability can make your hiring process more accessible and increase equity at work. Learn more: tinyurl.com/ne8tm95r #Disability #Accessibility #Hiring #JobInterviews #DisabilityInclusion

Accessible interviews aren’t just a checkbox—they’re about diversity, innovation, and building a better workplace for everyone. For example, offering things like real-time captioning during a video interview can make sure hearing-impaired candidates can fully participate and shine. Another example are virtual interviews that allow people from different locations or those with mobility challenges to apply. This means companies get to pick from a much bigger pool of talent, finding the perfect fit regardless of where someone lives or their physical constraints. Accommodating interview process speaks volumes about a company’s culture. Simple tweaks like flexible scheduling or giving questions in advance can really ease nerves and help candidates bring their A-game. I strongly believe this leads to better hiring decisions overall. #accessibility #jobinterviews #disability #diversity https://lnkd.in/ep5_cqUA

Hot off the press! 🤔 How to Make Job Interviews More Accessible? 💛 Build in flexibility and humanity. Flexibility, convenience, and humanity can help create environments accessible for neurodivergent, chronically ill, and disabled people. Environments built on these principles, whether in hiring or any aspect of #HumanResources, are good for everyone. Make sure you don’t: 🚫 Blindly adhere to traditional interviewing methods without reflection; instead, examine your processes and identify unnecessary hurdles that aren’t related to the job. 🚫 Rely solely on candidates’ quick thinking and confidence during interviews; provide questions in advance to allow for thoughtful responses about their skills and abilities. 🚫 Make any assumptions about candidates; instead, provide quiet spaces for interviews, limit the number of daily interviews, and offer personalized support. By Rebecca M. Knight with quotes from Ludmila Praslova, Ph.D., SHRM-SCP, Âû and Katie Bach #neurodiversity #disability #inclusion #interview #hiring #accessibility https://lnkd.in/gwiFmTUg

Excellent recommendations for creating fair and inclusive employment interviews. I would add that commonly, interviewers look for characteristics such as eye contact, social skills and qualities associated with extraversion for roles that do not require these characteristics. Not only does that lead to interviews that are not entirely job-relevant, it can lead to adverse impact against groups with disabilities. Further, employers can miss out on talent!

Intentionally or unintentionally, interviews often serve as tools of exclusion. 🚧 Pop psychology, “look me in the eye and do not fidget” demands eliminate highly qualified neurodivergent candidates from consideration for jobs they would have excelled at. 🚧 Irrelevant requirements make work inaccessible for disabled candidates. 🚧 Cultural biases perpetuate other forms of exclusion. 🚧 And the “similar to me” bias can derail even the most well-intended interviewers, robbing people of opportunities and organizations of the much-needed diversity.   We can re-design #hiring and other #HumanResources practices for #inclusion and #accessibility. I am thrilled that Rebecca M. Knight interviewed me for this article. I have long admired her work, and I loved the opportunity to share my perspective on making interviews accessible. Here are a few tips from the article: ✔Do ✅ Broaden your outlook when designing your interview process and recognize that the experiences of others may vastly differ from your own. ✅ Create a menu of possible accommodations and work with candidates to identify their specific needs for additional support. ✅ Prioritize structured interviews and focus on objective criteria to minimize bias and assess candidates fairly based on their suitability for the role. ⛔Don’t 🚫 Unthinkingly follow traditional interviewing methods without reflection; instead, examine your processes and identify unnecessary hurdles that aren’t related to the job. 🚫 Rely solely on candidates’ quick thinking and confidence during interviews; provide questions in advance to allow for thoughtful responses about their skills and abilities. 🚫 Make any assumptions about candidates; instead, provide quiet spaces for interviews, limit the number of daily interviews, and offer personalized support. Check out the full HBR article with tips from me and Katie Bach. And if you want more tips for improving interviews OR, in a more radical approach, replacing them with skill assessments, check out Chapter 4, “The Hiring Process: On Bias, Barriers, and Doing Better,” in my book, The Canary Code: A Guide to #Neurodiversity, Dignity, and Intersectional Belonging at Work. #disability #interviews https://lnkd.in/ggPpQxvY

Discover expert insights on setting up an environment where all candidates can showcase their strengths during interviews. Enhance accessibility, widen opportunities, and promote inclusivity in your hiring process. #InterviewTips #Inclusivity #DHRGlobal