Build human wellbeing into hiring
In polarized, often high-stakes, environments, recruitment is an opportunity to model organizational values and expand access. So far this year, I’ve worked with three clients to move some of their systems from "transactional" to liberatory, and I wanted to offer a few low-lift, high-impact shifts you can implement to reduce harm, increase trust, and surface talent from historically excluded backgrounds.
Most hiring processes feel like a gauntlet. But you can make changes that shift them from "stay away" to "we look forward to welcoming you." Here are some ideas.
1. Don’t use a minimum number of years of experience in the job description
The Shift: Name the skills needed, not years of experience.
Why: Strict "years of experience" requirements often gatekeep brilliant candidates from historically marginalized backgrounds.
Try:A proven track record of [Skill] (typically gained through 3+ years of experience).
2.Transparency in the application & evaluation
The Shift: Share how applications will be assessed.
Why: Reduces anxiety and improves response quality and takes away the guessing game or the need for insider knowledge to be successful at the application process.
Try: Add a line to the posting: "We score applications based on a 4-point rubric focusing on [Skill A], [Skill B], and [Value C]."
3.Level up your Outreach
The Shift: Each time a job is released, pick one additional community-specific network.
Why: Broad blasting favors those already networked; an intentional bridge expands reach. Plus, you know relationships are the key to trust. So focus. Start building relationships with new organizations and professional groups, so when the time is right, you’ll know where to share the exciting opportunity
Try: Brainstorm a list of organizations, professional societies, alumni groups or networks that your organization might be aligned with. Then, from that list, start by building relationships with them one at a time. Reach out with an email introducing yourself and make time for a meeting to get to know someone on the team so you can learn about each other’s organizations.
4. The rubric: Standardize the "Vibe" check.
The Shift: Use a shared rubric with anchors. Why: Anchors reduce implicit bias and surface concrete evidence.Example: Replace “Rate leadership 1–5” with anchored examples: “5 = describes a clear example of navigating team conflict with outcomes; 3 = a general description without outcome; 1 = avoids describing conflict.
Why: Giving people anchors can help everyone be on the same page about what examples and ways are important to the organization
Try: Create a new (or updated) rubric with clearly defined anchors for each number. Don’t forget to have a meeting to “norm” your rubric so that everyone has shared understandings of what each number means.
5.The Rejection: The "Anti-Ghost" Policy
The Shift: Send a status update every 14 days, even if you have no news. Why: Respecting candidates’ time reduces harm and preserves relationships.
Why: "We are still reviewing" is infinitely more human than silence. Treat a candidate’s time as a gift they gave your organization.
Try: Set up automated emails or reminders to email candidates every 14 days in the process, with updates on where the team is at.
Does your current hiring process reflect your organization's heart (aka how are those org values shining through?)
I help individuals and teams redesign these systems to be more equitable without adding hours of administrative bloat. If you’re looking to overhaul your next search, reply to this email—I’d love to help you build a process people actually enjoy, and that helps you find the people who are right for the role! Hit me up for a consultation or share my info with someone you think this might help.
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