Job Success Factors and Diversity

by Graciela Kenig--©2007

Are you missing out on the talent your organization needs because of your job descriptions? Just like a well-written advertisement that nonetheless fails to produce paying customers, your impeccably developed job description could be screening out your best candidates. 

Often, this is how perfectly capable diverse candidates are unintentionally eliminated. If your company needs and/or wants more diversity in its ranks, this can be a problem.

The trouble is one of focus. An ad that emphasizes customer values that are irrelevant to the buying decision may not attract enough buyers. A job description that lists requirements which aren’t crucial to performing the job may not attract the right candidates (and may even screen out the best ones).

Here’s why. Most job descriptions include lists of requirements or qualifications based on the experience of the last person who held that particular position. These can be years of experience in the field, specific degrees or minimum amount of education/training, and skills (including interpersonal), as well as traits. 

Anyone who does not meet those specific requirements is less likely to apply. If that candidate does apply, we may discard him/her on that basis alone. It is at this point that many diverse candidates, who may have worked in a different (but transferable) field or may not have the specified number of years of experience, tend to be eliminated.

How often do we test the assumption that our criteria are reliable predictors of on-the-job success? In a recent New York Times article, Google Inc., which has doubled its number of employees in each of the last three years, revealed that some of its most cherished criteria so far (high grades and SAT scores) did not always correlate with the best hires. 

Next time you need to fill a position, ask yourself (or the hiring manager) what key behaviors someone should demonstrate to be successful in that job. 

If, for example, you need a VP of operations who can manage a diverse workforce and understands the needs of a diverse population, his/her proven understanding of multicultural issues may be more valuable to your company than the number of years that person has spent in operations.

Focusing on success factors (i.e., type of experience instead of numbers) may expand your applicant pool and get you the talent your organization needs to succeed in today’s diverse markets.

###

Looking for bilingual/ bicultural employees? Post Your Jobs Here!

Multicultural Hiring Sources Guide: A Compilation of over 100 Professional Associations and Job Search Sites Catering to African-American, Asian, Latino and Women Candidates.  Order your Copy Today.

Visit Our Article Archives for more ideas.