Facebook seeks a Recruiter with impactful and strategic diversity sourcing and recruiting experience. If hired, how will you help Facebook continue to improve its diversity recruitment plan?
If it were in your hands to improve Facebook's diversity and inclusion recruitment plan, the interviewers would like to know what you would include. This question is an excellent opportunity to explore your knowledge of diversity and inclusion in recruitment. If you are not familiar with diversity recruitment and Facebook's stance on D&I in their talent attraction strategies, it's important to do this research before your interview.
A company can face significant diversity issues in their talent attraction and recruitment strategies, including bias in the application process, a lack of accommodation for physical disabilities, and a recruitment culture that encourages ageism.
There are many strategies available today to improve diversity recruitment efforts. These include:
- Writing new job ads and revising old job ads to capture a broader audience.
- Look for candidates from multiple places rather than sticking to one or two favorite job boards.
- Ask for candidate referrals from your existing team members who have a broad network.
- Reach out to post-secondary schools that attract a diverse student population and offer internships
If you have ever introduced new diversity recruitment strategies, be sure to provide details of these efforts in your response.
A company that embraces diversity will see many benefits. The company gains new perspectives, better methods for problem-solving, and increased creativity. Also, employee engagement increases, resulting in less turnover. When it comes to profits, a company can see an increase in sales because its reputation improves, and its employees feel more attached to its mission. The interviewer wants you to discuss ideas on how a company can strengthen its focus on workplace diversity.
"As the lead Recruiter of a mid-level organization, I have learned to be highly conscious of potential biases occurring in the workplace. This year I led our company in a new technology implementation meant to reduce bias in the talent screening, hiring, and evaluation processes. As a result, our hiring process has become fair to genders, races, religions, and other social categories. The process is not perfect; however, we have seen a significant increase in diversity hires and a boost in overall company morale. I believe that embracing, encouraging, and increasing diversity starts with the talent attraction process. First, recruitment efforts must include diverse talent pools and advertising on various platforms, casting a wider net for attracting a range of talented individuals. When it comes to the interview process, a company can have a diverse panel of interviewers versus leaving the hiring decisions to one person or a group of similar individuals. Another way a company can embrace diversity is to offer sensitivity training to all hiring authorities and leaders. All hiring managers and decision-makers should be aware of the range of workplace issues to avoid making discriminatory hires. If chosen as Facebook's next Recruiter, I will genuinely embrace everyone in the organization and treat everyone with the utmost respect. I will show cultural understanding and help my co-workers to build their competency and understanding of others. I also plan to support your anti-discrimination policies by continually educating myself on emerging inclusion programs and practices."
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