If you’ve ever been in charge of filling open positions at work, you know how hard the process can be. You sift through all the resumes, weed out the obvious bad candidates, and pore over the remaining applications – all before even conducting your first interview. And then you meet and talk to a number of people, most of whom appear capable of doing the job. But how do you decide which person to choose?
To complicate matters even more, what if everyone you interviewed, or maybe even most of the people who applied, are late-20-something white females? Then what? How do you ensure diversity in the office but also choose the right person for the job? You know you want to create a diverse workforce and encourage inclusion – but should you choose diversity over the person who seems the most qualified and capable? And how do you know when you’re lacking diversity or when you have enough variety in the office?
It can be an overwhelming problem, but keep a couple of things in mind: