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A&R Report: iNova Email Request
From: Your Boss <[email protected]>
Date: Tuesday, January 31, 2017 at 1:18 PM
To: You <[email protected]>
Subject: Request Hiring Practices Recommendation
Hello,
As you heard in the annual meeting last week, we are poised for growth across all divisions in the next 18–24 months. Our aim is to grow the teams by about 150% to better support our clients’ needs and take advantage of some key opportunities. As a result, our hiring practices are an area of focus and concern that require scrutiny and re-evaluation. The newly formed Leadership in Hiring Committee is asking you to take the lead on conducting a preliminary investigation on best practices for hiring and recruitment to ensure that we are establishing processes that will make our company competitive during this growth phase and beyond.
Since we have grown rapidly from a small start-up over the past 3 years, our hiring practices have been based on filling immediate needs, which means that we have often found and hired new employees through the connections and recommendations of our current employees. Our core team is strong, but this habit has limited the diversity of our pool of potential employees and I think we can all notice that many of our teams are somewhat homogeneous.
That lack of diversity (in the many senses of the word (Links to an external site.)) is becoming a risk for our company – we risk missing out on new ideas and innovation and we risk losing opportunities with our current and new clients if we don’t better reflect the diversity in our community (Links to an external site.) and in our industry. It has been consistently shown (Links to an external site.) that a diverse workforce is more innovative and adaptable. Our task now is to establish a proactive and progressive hiring process that will help us achieve our goals.
Please research this issue and make an initial recommendation for some core policies and practices relating to recruitment and evaluating candidates that we might adopt, from reviewing applications (Links to an external site.) through the interviewing process. You should take some time to explore options, innovations, and industry best practices, keeping in mind that we are trying to achieve the following:
Build a diverse workforce in terms of basic demographics, but also allow for diversity of expertise and skillsets (Links to an external site.) and consider issues of disability (Links to an external site.). We want our team to reflect the diversity in our community and better match the profile of talent pipeline and we want to actively combat the impact of unconscious biases (Links to an external site.) on our decision making.
Be competitive and forward-thinking in our recruiting practices (Links to an external site.) to attract the best talent and create an environment ripe for innovation. As part of this, we want our hiring and recruiting practices to have a positive impact on the diversity of the talent pipeline (Links to an external site.) itself as we plan for the future.
Establish our reputation in the industry and community as a positive and inclusive workplace. Our teams should be made up of the best talent and we want to create an environment that is inclusive and welcoming, where they can do their best work and where they want to work.
We do not intend for this examination of our hiring practices to be superficial or one-dimensional (Links to an external site.); there are dangers in using “diversity” as an empty buzzword (Links to an external site.) or a marketing ploy. This focus on hiring is only the first phase, and we will also have conversations about ways to promote inclusivity in our company culture in the future. However, turning the focus to our hiring process is a critical first step.
Plan to submit your recommendations as a memo to the Leadership in Hiring Committee. We may schedule a follow-up meeting to discuss your findings, but the memo should stand alone to thoroughly explain and support the reasoning behind your recommendations. The company fact sheet is attached, and I have linked several articles throughout this email that I have found useful, and I expect you will easily find more, as this is a much-talked-about topic in recent years.
Thank you in advance for your attention to this important matter. Let us know if you have any questions.
Regards,
Your Boss
