Do:
- Experiment with the wording of job listings by removing adjectives closely associated with a particular gender.
- Ask candidates to take a work sample test — it’s useful in comparing applicants and it’s an effective predictor of future job performance.
- Control for your personal feelings about a particular candidate by giving likability a numerical score.
Don’t:
- Engage in unstructured interviews. Instead, standardize the interviews process by asking candidates the same set of defined questions.
- Allow surface demographic characteristics to play into your resume review. Use a software program that blinds that information and ensures a level playing field.
- Neglect to set diversity goals. Be sure to track how well you’re doing on them.