Lisa Claes says she can come across as “officious” when interviewing potential recruits. It’s part of a deliberate strategy to maintain objectivity.
A steady stream of research over the past few years has shown that diversity is linked to improved business outcomes. One study by McKinsey in 2019, for example, found that firms in the top quartile for gender diversity in executive teams were 25 per cent more likely to have above-average profitability than companies in the fourth quartile.
Diversity Council Australia chief executive Lisa Annese says one way recruiters can offset their biases is to use skills-based assessments similar to CoreLogic, instead of relying solely on a job interview. That means asking themselves, “What is it I’m recruiting for?” – and being guided by the response to this question rather than any preconceived notions of what type of candidate they believe would do the job well.
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