To hire diverse students and recent grads, use true hiring metrics

Posted November 10, 2020 by

I’ve been thinking and writing a lot recently about how employers can better hire diverse students for internships and recent graduates for entry-level jobs.

One of the many things that I’ve learned is that my concerns are shared by many, including Tigran Sloyan, the Chief Executive Officer of CodeSignal, a technology company aiming to make talent accessible by creating software and standards for assessing the technical skills of candidates.

Tigran was kind enough to share three tips on how to hire diverse college students and recent graduates:

  1. Go beyond resumes. Resumes are riddled with clues about a person’s background, ethnicity, gender, the school they attended, clubs, sports, etc. By going beyond a person’s resume, you eliminate potential bias and enable diversity. Implementation of a skills assessment into your hiring process ensures it brings the right candidates through the hiring funnel. A lot of people think of technical assessment as a one-step thing. But actually, there’s a lot more to it. The key is breaking up the assessment process into stages that reflect layers of knowledge. These “layers” of knowledge are like the rings of a tree. Knowledge starts with foundational skills. Then build on that foundation with new layers of more complex knowledge. A layered approach to assessment allows hiring teams to hone in on relevant skills – and on the right candidates – quickly and accurately all while eliminating a person’s identity.
  2. Departure From Having Rigid Requirements. Whether it’s requiring a college degree or a computer science degree, many organizations are moving away from having rigid requirements for their open opportunities. Apple, Microsoft, and Google have already moved away from having these types of requirements for their entry-level positions. You can’t just say this and then pass over high-quality candidates who don’t have the pedigree. (That’s why it’s critical to start with a technical skill assessment rather than a resume review in your hiring process!).
  3. As a recruiter, have you introduced data into your hiring process? Whether it’s implementing technical assessments or measuring different parts of the hiring funnel, any organization can transform itself with data-driven recruiting in just a few easy steps. Before you get into the steps of implementing a data-driven hiring process, you need to understand why it can benefit your organization and what you’re trying to accomplish.

Data-driven recruiting is beneficial for a variety of reasons. You might implement this process to:

  • Save your team’s time
  • Start going beyond resumes and find hidden talent
  • Reduce bias
  • Increase diversity

Pick Your Data-Driven Metrics

It’s one thing to say why and it’s a whole other thing to be able to measure the effectiveness of introducing data-driven recruiting. You need to know what you’re trying to accomplish so you can measure it before and after implementing data-driven recruiting. Some data-driven metrics you might measure include:

  • Offer acceptance rates
  • Onsite interview to hire ratio
  • Diversity of the pool of candidates over a time period

Just having a goal, or a why, won’t help you show measurable progress. Defining true metrics to measure during your implementation of data-driven recruiting enables you to clearly see a before and after.

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Posted in Advice for Employers and Recruiters | Tagged