Best DEI Practices in Recruitment & Hiring

PERKS Editorial Team

PERKS Editorial Team


October 6, 2021

The Building Culture Podcast - Episode 3.4

Shawn Matossian, Sr. Lead Talent Acquisition at Dine Brands Global, "Best DEI Practices in Recruitment & Hiring"

Shawn Matossian, Senior Lead of Talent Acquisition at Dine Brands Global and Ph.D. candidate speaks with Building Culture about recruiting with belonging in mind and how to actually measure the success of DEI initiatives in hiring. We also cover what we can do to avoid discrimination during the screening process, and what good representation should look like in an organization.

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Show notes:

  • What does it mean to see hiring and recruiting from the lens of diversity, equity, and inclusion?
    • DEI: It’s a mindset, not a program, and must be lived by the entire organization.

  • We hear DEI initiatives all the time, but how do you think belonging ties everything together? What role does belonging play in recruitment and hiring?

  • If a company holds diversity as one of its core values, you’ll usually hear it along with “representation.” How do you do representation well?

  • Which trends have we seen across the hiring landscape in recent years? Are there any differences across industries, like tech, healthcare, entertainment, etc.?

  • Let's discuss: “DEI must start with your leadership” (HBR).
    • As recruiters, do we write it into their job description? Include DEI somewhere in their compensation package?

  • What can we do to avoid discrimination during the screening process?

  • What are some general ideas recruiters and organizations can remember when interviewing with DEI or belonging in mind?
    • Standardizing interview questions - everyone gets asked the same thing
    • Survey to find any gaps in DEI
    • How are you writing job descriptions?
    • Identify who will be responsible for making any needed changes
    • Considering if a physical location creating a barrier to entry for certain demographics
  • How do we measure the success of DEIB in hiring?
    • Having diverse candidates in final pool
    • Feedback on the hiring process/candidate experience survey
      • Do you feel that you were fairly assessed?
      • Do you feel that you were treated with respect?
      • On a scale of 1-10, would you recommend someone else to apply for a role here?

  • What are some resources you would point people to if they’re working toward best practices?

  • What advice would you give to those wanting to get into a talent acquisition role when it comes to DEIB?

  • In closing, sharing this quote from Mariah Driver, Head of DEI at Webflow: At the core of why DEI matters, it’s really because people matter… all of your employees feeling a high sense of belonging and empowerment and inclusion is important because your people working for you should matter. And beyond that, your customers matter. So if you’re building a diverse team that represents a diverse set of identities and experiences and abilities… you’re setting yourself up to build a product that services more people across those differences.”