How to Hire for Diversity without Compromise

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By Lou Adler
From LinkedIn

"When companies continue to use job descriptions listing skills and experiences surrounded by generic competencies and highfalutin statements about culture, diversity hiring implies making compromises."

I went on to say that this type of hiring process compromises more than diversity. It eliminates the most promising people from consideration before they even get a chance to be considered. These are the people who achieve more with a different mix of skills and experiences. These are people who get promoted more frequently.

These are the people who are assigned stretch projects early in their careers. These are the people who are assigned the toughest projects or volunteer for them at every stage of their career. These are people who are assigned to important multi-functional teams or volunteer to be part of them or are asked by other team members to join.

The sad part is that traditional job descriptions prevent these people from consideration unless they are referred or already known by the people making the hiring decisions.

However, there is one technique that opens up this diverse pool of high performing talent without making any compromises: Eliminate traditional job descriptions and shift to a performance-qualified approach for attracting and assessing talent.

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