Every stage of hiring — from your job postings to your interview questions—is vulnerable to bias, particularly for employers that need to hire tech and tech-adjacent roles with expediency. If companies seek to foster DEI and gain the benefits that come with a diverse culture, they must put in place formal structures to de-bias hiring. In this episode, , Global Head of Solutions Engineering at , outlines a model from her work and offers key strategies you can implement as early as your next interview.
Karat performs the first round of technical interviews for employers, aiming to make interviews better — more equitable, predictive, fair and enjoyable. In addition to designing and testing every interview question, Karat helps clients build rubrics and align on necessary competencies, enabling them to make decisions based on qualifications.
In this episode, we’ll discuss:
- Shannon’s nontraditional background and the bias she herself encountered in her early career
- The use of structured interview protocols to ensure candidates pass through on the strength of their qualifications
- How to build a diverse pipeline of professionals from underrepresented communities
- The importance of setting and aligning on competencies and a hiring bar
- Inclusive language for recruitment materials and job posts
Check out these resources we mentioned during the podcast:
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