DDAR Admins Talent Management Orientation Refresh November 2021
Reviewing, revising, and streamlining DDAR's Talent Acquisition processes to reduce bias influence, ensure equitable hiring, and provide consistency across all units. Emphasis on diversity, equity, and inclusion in the hiring process to enhance business performance and talent acquisition.
Download Presentation
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author. Download presentation by click this link. If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
E N D
Presentation Transcript
DDAR ADMINS TALENT MANAGEMENT ORIENTATION REFRESH November 2021
ORIENTATION OUTLINE Diversity, Equity & Inclusion Introduction Document Review Q&A What did we do? Why did we do it? Goal of project Structural support to enhance our efforts DE&I Checklist for stages of the hiring process TA Recruiting Agreement Interview Schedule Interview Evaluation Form Please submit questions in the chat box we will answer throughout the presentation as time permits We have also reserved a time for questions at the end TM will also review documents with Hiring Managers upon position opening
INTRODUCTION What did we do? Why? Reviewed, revised, and streamlined DDAR TA processes and documents. Identified opportunities to reduce influence of bias in our hiring processes Collected and compared hiring/interview practices across units and found wide variability Goal Provide consistency across all DDAR units. Ensure an equitable and inclusive hiring process. Make the mechanics of hiring easier for managers to hire the best possible candidate.
ADMIN IMPACT Primary point of contact with candidate Help candidate have a seamless experience Multi-unit candidates will be coordinated with TM Friendly face/voice for candidate to connect with One of the first opportunities to demonstrate our commitment to DE&I Scheduling driver Keeper of information and data Evaluation form manager Maintain confidentiality throughout the process
DIVERSITY , EQUITY , AND INCLUSION DIVERSITY , EQUITY , AND INCLUSION DIVERSE TEAMS DIVERSE TEAMS HAVE BETTER: HAVE BETTER: Business performance and reputation Client/customer connections and market share Better and boarder talent Innovation and group performance Financial performance
MITIGATING IMPLICIT BIAS IN THE HIRING PROCESS Reference Checking Interviews Screening Candidates Recruiting a Diverse Pool Position Creation There are things we can do at each stage individually, and those that we can support through organizational/structural efforts
DOCUMENT/PROCESS REVIEW Recruiting Agreement Interview Schedule Interview Evaluation Form
Final Questions? Cheryl Kaplan, Director of Talent Management cmk6@psu.edu Drew Kovacs, Talent Acquisition Specialist ack114@psu.edu Geoffrey Mosebey, Talent Acquisition Specialist glm103@psu.edu Courtney Glass, Administration and Special Projects cms5240@psu.edu Meaghan Schadle, Administrative Support MeaghanS@psu.edu
