{ "media_type": "text", "post_content": "Let's talk about diversity and recruiting. I'll go first.\nI've had unconscious bias training and it helped me a lot.\nIt taught me how to look a little harder at portfolios of candidates who may- con't", "post_id": "5b1d6d5b11bee60013e308a4", "reply_count": 6, "vote_count": 8, "bowl_id": "5aeb9912dc065200189b7584", "bowl_name": "Ask A Recruiter - Advertising" }

Let's talk about diversity and recruiting. I'll go first. I've had unconscious bias training and it helped me a lot. It taught me how to look a little harder at portfolios of candidates who may- con't

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Not have exactly what we're looking for because some people haven't been given the chance to work on riskier work... Regardless of color. How do I get hiring managers to give that same consideration?

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I’m glad to hear of a recruiter going through training. What I’ve seen through the years, up until now, are recruiters and other gatekeepers consciously or unconsciously screening out POC by asking them to change their name “to something easier to pronounce”... to remove work from their portfolios that’s “too ethnic” or “more suited for the ethnic market”... discounting work done for ethnic markets because it “didn’t look up to par” (not realizing or caring that it was miraculously pulled off on 1/8 of the budget of the “General Market” budget)... instructing then to remove all foreign language work because “agencies don’t read subtitles” (unless it’s French or Italian and then it’s somehow acceptable)... to bury work featuring ethnic talent at the back of the portfolio and move white faces to the front... I could go on for a lot longer, but it’s good to know these practices might be starting to change.

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(I ask because it's usually POC I have a hard time pushing through, but also men for brands thought to be ladies brands etc)

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Man, I've never ever asked a candidate to do any of those things. Scary.

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Where do you work CR OP?

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If I wanted you to know where I work, I'd post make that public 😁

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