About Your Moderator

1. About Your Moderator • Over 20 years’ building Return on Investment in People • High tech companies from 2500 to 300,000, including GE, Samsung and AMD • Expertise in employer branding, recruiting, and hiring STAR talent • Results-focused, having improved time-to-hire, headcount delivery, hiring manager satisfaction and candidate experience metrics. • Runs StarHR, full service, global talent consulting and recruiting firm in Austin • Published the STAR Career Workbook, a cost-effective solution for job seekers in career transition • Published STAR Hiring to help you navigate and WIN the recruiting war in a competitive market. Offers the STAR Hiring Workshop as a companion program to this book. Dan Medlin 512-750-6740 (mobile) dan.medlin.starhr@gmail.com http://www.linkedin.com/in/danmedlin http://danmedlin.wordpress.com/ https://www.facebook.com/AustinStarHR

2. Diversity and Inclusion If your company has set a goal to increase diversity through recruitment: • This is not about reverse discrimination or unfairly treating any of your other candidates. • This is not about lowering the bar or compromising on the quality of the talent you hire. • This is about increasing diversity at your company, thereby leading to greater productivity and innovation • The market for the best under-represented talent is very competitive, so you must aim to get more than your fair share! • This will not happen overnight – but the critical time is NOW - and everyone has a role to play… Excerpts from The STAR Hiring Workshop Dan Medlin StarHR Austin, TX

3. Diversity and Inclusion How diversity can drive innovation: - Harvard Business Review • Companies with more diversity out-innovate and out-perform others. • 31% better responsiveness to customers • 45% likelier to report market share growth • 70% likelier to report capturing a new market • 83% more likelier to report better innovation How diversity can improve problem-solving: - National Academy of Science • Diverse problem solvers can outperform high-ability problem solvers. • If groups have equal ability, functionally diverse groups outperform homogeneous groups. Diverse work teams are the most productive and profitable: - Forbes • For every 1% increase in the rates of gender and cultural diversity, there is a 3% rise in sales and a 9% rise in revenue • Overall, these companies saw a whopping 41% revenue gain! Excerpts from The STAR Hiring Workshop Dan Medlin StarHR Austin, TX

4. Review of Unconscious Bias Review of Unconscious Bias Individual strategies to address unconscious bias • Bias is a prejudice in favor of or against one thing, person, or group compared with another. • Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. • We are “hard-wired” to make unconscious decisions about others based on what feels safe, likeable, valuable, and competent. • Self-awareness • Understand the nature of bias • Have discussions with others • Assess and change • Develop concrete, objective indicators for hiring, evaluation, and promotion • Use structured interviews and objective evaluations when hiring • Adapt your interviewing and management style to be more welcoming and flexible Excerpts from the STAR Hiring Workshop – Dan Medlin – StarHR – Austin, TX

5. Review of Micro-Aggressions • We send subtle messages through our body language, word choice and behavior. • Microaggressions are brief verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative biases. • Listen for and stop the micro-aggressions on your team • Insure they do not appear in your interviews. Excerpts from the STAR Hiring Workshop – Dan Medlin – StarHR – Austin, TX

6. Diversity in your attraction strategy Tackling our language and approach toward candidates which limit diverse applicants Job Descriptions Sourcing Strategies • Address your language and approach toward candidates which limit diverse applicants • ALL applicants want to know: • Why is the role open? • Why should I want this job? • What are my goals? • What do I need to have to get an interview? • Women and some minorities may not apply to jobs with long lists of requirements • “Gendered” or racially biased language WILL always detract women and minorities. • Check for gender and age-focused language. • Check for racially biased language. • Check your Images and Photos for your Ads • Broaden your search to well-known sites • Advertise and connect on mediums specifically for under-represented populations… professional associations, alumni groups, networking groups, conferences, etc. • Ask for referrals from your existing diverse staff • Open your perspective to candidates outside of your industry, normal network, typical schools, etc. • Consider alternative skills that would benefit your team. Excerpts from the STAR Hiring Workshop – Dan Medlin – StarHR – Austin, TX

7. Diversity in your Interviews How to design a more inclusive interview process • Stack your shortlist with under-represented candidates – the data proves you need this. • Design your interview based on job requirements, nothing more • Ask every candidate the same questions, and evaluate them equally • Select your interview team carefully, and include a diverse slate of interviewers • Eliminate Bias – Train your interviewers! • Include all of the interviewers in the evaluation process and stick to the pre-defined criteria • It’s NOT an interrogation! • Be welcoming • Designate one key interviewer to discuss the company and team culture • Every interviewer should allow time for candidate questions • Be open and honest about your experience working at your company Excerpts from the STAR Hiring Workshop – Dan Medlin – StarHR – Austin, TX