Overview
Our team remains committed to continuous education, exploring a variety of formats to enhance our professional and personal growth. This quarter, our learning took shape through Ted Talks, external speakers, a book club, case studies, and role-playing exercises. These opportunities have allowed us to implement new practices, amplify diverse voices, and share insights that directly impact our recruiting work.
Generational Diversity and Recruiting
Over the past six months, we have focused on understanding generational diversity and its impact on recruiting. With five generations present in today’s workforce, appreciating the unique motivators, values, and work styles of each generation is crucial for effectively attracting, engaging, and retaining talent.
The accompanying workforce projection chart highlights the demographic realities we face, reinforcing the importance of generational understanding as we build inclusive and future-ready recruitment processes.
To deepen our knowledge of how the higher ed industry is being impacted by Anti-DEI legislation, we were joined by Jessica Bryant, co-author of the Anti-DEI Legislation Map. This session provided key insights into the evolving landscape of anti-DEI legislation and how it affects our clients’ recruitment needs. We continue to adapt our strategies to ensure we’re providing equitable solutions for our partners, despite the shifting legal context.
Addressing Unconscious Bias
Unconscious bias remains a focal point, as it represents one of the most pervasive barriers to equitable recruitment. This quarter, we explored how bias influences various areas of the hiring process, including perceptions of:
- Job hopping
- Industry experience
- Educational backgrounds
- Definitions of professional growth
To support this effort, our team began reading Blindspot by Mahzarin Banaji and Anthony Greenwald, which offers valuable strategies for identifying and mitigating these biases.
Inclusive Recruiting for Persons with Disabilities
In Q4, we also concentrated on improving our practices around engaging and recruiting persons with disabilities. We welcomed back Mike Corso, CEO and founder of disABLEDperson Inc., who shared tools and insights to help us expand and diversify candidate pools. These discussions underscored the importance of ensuring accessibility and inclusion are at the heart of our recruitment efforts.
Reflecting on the Danger of a Single Story
We engaged with Chimamanda Adichie’s Ted Talk, The Danger of a Single Story, facilitating a reflective discussion on the narratives we may unconsciously hold. This exercise challenged us to recognize how these stories can limit our ability to build truly diverse and robust talent pools.
Looking Ahead to 2025
As we close out 2024, our team is reviewing the Q4 applicant funnel to identify any potential patterns and areas for growth. In preparation for 2025, we will:
- Re-engage our DSIR (Dismantling Systemic Inequality in Recruiting) committee
- Define new focus areas for the coming year
- Continue our commitment to learning and adapting
At Another Source, we are steadfast in our commitment to dismantling systemic inequality in recruiting (DSIR) and fostering an environment where clients, candidates, and communities can thrive.
