Diversity Hiring Toolkit: Resources

Videos

•  Color Blind or Color Brave? Ted Talk by Melody Hobson
•  Creating a Level Playing Field with Shelley Correl
•  How to Overcome Our Biases? Walk Boldly Toward Them Ted Talk by Verna Myers
•  The Beauty and Diversity of Muslim Life Ted Talk by Bassam Tariq
•  The Danger of a Single Story Ted Talk by Chimamanda Ngozi Adichie
•  The Opportunity of Adversity Ted Talk by Aimee Mullins
•  What Works for Women at Work with Joan C. Williams
•  50/50 Film by Tiffany Shlain
•  Disability Sensitivity Training Video

Web Publications & Resources

• A Portrait of Marin 2012 - Marin County Human Development Report
• Diversity Central - Seeking to educate and assist people in the development of Cultural Intelligence.
• Job Accommodation Network - Guidance on workplace accommodations and disability employment issues.
• Local and Regional Government Alliance on Race & Equity (GARE) - A national network of government working to achieve racial equity and advance opportunities for all.

County of Marin Resources

• 5-Year Business Plan 2015-2020
• County of Marin Affinity Groups
• Equal Employment
• Disability Access Program

Planning & Preparation

• Definitions
• Job Advertising Resources
• Job Analysis Template
• Job Fair Postcard
• Recruitment Checklist
• Position & Ideal Candidate Statement Template
• Supplemental Questionnaire Template

Selection Process

• Interview Checklist
• Interview Question Library
• Confidentiality Form
• Panel Member Demographic Questionnaire (Online)
• Panel Member Demographic Questionnaire (Form)
• Reference Check Guide
• Sample Reference Check Questions
• Reference Check Worksheet

Hiring

• Offer Letter Template
• Offer Letter Template (Fixed Term)

1. What is a job analysis and why do I need it for my recruitment?

   A job analysis is a document used to collect the core duties and required knowledge, skills, abilities and competencies for a position as well as proposed evaluation steps for each of the KSA's. A majority of your recruitment planning is based off of the information contained in this document.

2.  Is there any way to reduce the amount of time needed to recruit?

   The length of a recruitment will depend greatly on the application timeline, evaluation steps used, and selection process, with some recruitments being relatively short while others can take several months. In the planning process you will be able to work with your Recruitment Analyst in balancing your department's time constraints with the various recruitment requirements and needs with the focus on getting the best candidates for your position.

3. What are some of the best ways to reach out to my network? Will I have any materials to provide to colleagues and potential candidates?

   You can reach out to your professional network in several ways, through social media (LinkedIn, Facebook, Twitter, etc.), direct emailing, phone calls, and meeting with people in person. Your Recruitment Analyst will provide you and your department with a PDF version of the recruitment flyer that you can send through your network in addition to having the recruitment posted on the County's jobs page.

4. What should I do if I don’t have diversity represented on my interview panel?

   If you are unable to gather a diverse panel for your interview process after searching for qualified panelists, you should connect with your Recruitment Analyst to see if they have any panel member recommendations as well as document the efforts you made in seeking interview panelists to keep as part of the recruitment record.

5. Are there any questions that I should not ask in an interview?

   You will want to avoid questions or informal discussions in the several areas, and asking questions or prompting discussions in the following areas can open up the County for potential discrimination claims:

   Gender, Race, Ethnicity, Ancestry, Religion, National Origin, Physical Disability, Mental Disability, Medical Condition, Age, Marital Status, Family Status, Sexual Orientation, Political Affiliation

   If a candidate volunteers any information in any of these areas, it is recommended that you direct the interview or conversation back to job and County related discussions.