How to Recruit and Develop More Young People of Color
Covid-19 has had a disproportionate impact on people of color — including young people, who already face significant challenges breaking into the workforce. But you can change your hiring approach to make your workplace more equitable. First, don’t use degrees from elite institutions or personal references as shortcuts. Many young people of color and first-generation college students lack access to influential networks. Expand where you look for candidates and give opportunities to people who may not fit your traditional mold. “Blind” recruitment can help overcome unconscious bias, so before you look at a resume, have someone else remove the candidate’s name, age, education, and other identifying information. Also, make sure your hiring rubrics, screening questions, and tests are focused on the skills needed in the position you’re hiring for. Once you’re considering candidates for a role, pose the same questions to each applicant and ask them to perform tasks similar to those required for the position in order to test their skill sets accurately. This kind of intentionality will keep bias out of your hiring process and give young people of color a fair shake.
“How Businesses Can Recruit and Develop More Young People of Color,” by Joiselle Cunningham and Angela Jackson