Objective Hiring Criteria: How to set, implement, and actually stick to them
Setting objective and unbiased hiring criteria is an overlooked step in unbiased hiring. What’s more, talent acquisition and hiring managers disagreeing on criteria for an open position can cause some tension.
So how can you set objective criteria that your hiring managers and recruiters stick to until a hiring decision is made and beyond?
Charlotte Melkert (CEO at Equalture) talks to Florian Meister (Head of TA at Temedica) about the challenges of setting hiring criteria, the risk of bias creeping in, how to get hiring managers on board, how involved hiring managers should be, and what a successfully implemented process for setting hiring criteria looks like. Plus, why and how to involve the team that has the open position.
A bit about
Florian Meister
Florian Meister is Head of Talent Acquisition at Temedica and is leading the talent acquisition and employer branding department. He has ample experience in Human Resources and HR transformation and talent acquisition leadership.
His drive to find the best talent for the position and the company is rooted in his conviction that objective and unbiased recruitment leads to the best results.
A bit about
Charlotte Melkert
With years of experience in the field of recruitment, both by starting a recruitment agency as well as being the Co-Founder & CEO of the hiring software company Equalture and her dedication to ensuring equal opportunities in hiring, Charlotte’s knowledge about the importance of neurodiversity within the workplace is thorough.
Her first years of being an entrepreneur have led her to several public speaking activities and nominations, including the top 8 most talented female entrepreneurs of The Netherlands, Forbes 30 Under 30, Top 30 Most Inclusive Leaders NL, LOEY Talent Award, Sprout 25 under 25 and Sifted’s top 14 European Gen Z Founders.
