Collector - March 2018 - 21
to hire people who think of themselves as
Instead, adopt a gender-neutral tone in
your ad, listing specific job requirements
without personality-driven descriptors.
If your company has any family-friendly
policies, like parental leave or flexible
scheduling, mention those. And don't be
afraid to flat-out write in your ad: "We value
diversity and inclusion."
Next, think about where you advertise the
open position. Inspired by his background
in social work, Desatnick often reaches out
to local service agencies and multicultural
groups in his recruitment efforts, as well as
colleges and universities.
"Let's say you need Spanish-speaking
collectors-and almost everybody should
need those, if you don't already have them.
I suggest looking for organizations in
your community that service the Latino
population," Desatnick said. "Contact them
directly, make an appointment to see them,
show up and tell them about your job
offering. Show them you are committed to
hiring someone from their community."
Once they get applicants in the door, some
companies struggle to impartially evaluate
them. Before sitting down to interview
candidates, Chambers encouraged hiring
managers to make a list of all the desired
skills and competencies for the position.
"Often organizations will focus exclusively
on one or two characteristics that they
feel are most important for the job, maybe
reasoning or communication skills,"
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