November 14, 2024
9:00-11:30 a.m. Pacific / 12:00-2:30 p.m. Eastern

Presenter: Byron Slosar

Have you ever thought of recruitment as a process that acts like a “Conveyor Belt”? Candidates begin the process by jumping onto a moving beltway— they either stay on or fall off.  Some candidates never make it on in the first place. The belt often gets jammed and stalls. How might candidates miss the belt or fall off?

Byron Slosar, founder and CEO of HelloHive, has found that “early career hiring practices” are one of the reasons that candidates fall off the conveyor belt.  Why? Because these practices are inequitable and can pose unique challenges to candidates with diverse lived experiences. Some of the early career hiring practices that push candidates off the belt are AI/parsing tools and potential recruiter bias. 

In this workshop, Byron will explain the levers organizations can pull to make early career hiring more equitable, inclusive, and accessible for all candidates. This includes helping candidates get around recruitment barriers and fill in gaps that might cause them to fall out of the process, such as lack of networking and recruitment experience. Supporting candidates via non-internship events and training programs is also essential.  

And there’s something else to consider. It’s called social mobility. Byron will show that by looking through the lens of non-traditional backgrounds, such as first generation, low socioeconomic level, neurodivergent, LGBTQ (trans/non-binary) and others, that you can connect all hiring touchpoints to “social mobility.” In other words, considering dynamic identity intersections opens up opportunities for all—and organizations and teams benefit from broader talent pools, 

You will leave this workshop with a strong understanding of how to implement changes, optimizations, and updates in your organization to positively impact your early career recruitment and DEI hiring goals.