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Challenges of Diversity Talent

Dernière mise à jour : 10 oct. 2022

Insight 4 of 10

Diversity Recruiters: How to Listen Differently

The Diversity candidate does not necessarily respond to you in familiar ways even if a common language, English, is used. How are you - as Recruiter - going to overcome unfamiliarity or mental discomfort; and to shift to being curious and open-minded; then to become culturally competent? Here are some tips!

The candidate sticks to factual descriptions of past deeds. Do not hastily surmise the candidate has no leadership potential. If you have started the interview by asking concrete questions, the Diversity candidate will think it only polite to stick to answering them litterally, not expanding on missions, visions and roles. Most probably, at this stage not much conceptual language will be used then either, - but that does not mean the candidate lacks such conceptual or analytical skills.

Body language appears to be "submissive". In some cultures, showing respect to, or simply good manners with, one's betters - and You, as Recruiter, are in the favoured position in this temporary power relationship - means not to look at you in the eye, keep the head in a slightly bowed angle with chest rather closed than open. Interpreting such postures to indicate only subservience is a cultural misread, as excellence of the mind or force of character remain still quite unprobed at this stage of the interview.

Use of words such as "supporting", "contributing", or "helping" instead of "leading", "managing", and "succeeding" does not mean the candidate has only performed in a junior capacity in the past. A project leader may think she has played only a role in contributing to a larger mission of her organisation; or helping a C-Suite executive outperform on international markets during the pandemic has required some strong teamwork she is fully aware of.

As a Recruiter, you may be advocating during the interview your company's Diversity initiatives and policies. Recent studies show that candidates (and employees as well) expect much more today from Inclusion and the impact of inclusive actions such as integrating differences or psychological safety. Are you also equipped in answering similar questions from Diversity candidates?

If you are interested in more specifics, either regarding different national cultures or concrete inclusive management practices, please contact me directly!

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