在工作中释放人类潜力：我们对多样性，公平与包容性的承诺

4分钟，24秒阅读时间

A few years ago, as CEO I had just hired a new executive and was excited to share my decision with the board.

在招聘过程中，我和这位候选人花了很多时间谈论角色以及Greenhouse在市场上面临的挑战。188bet安卓APP我画了一张图片，说明它们如何帮助我们扩展到下一阶段的增长阶段，然后他们立即获得了它。

Lots of candidates I’d talked to were smart, everyone had energy. But I was not assessing whether someone was interviewing well. My questions, and that of the rest of our interview panel, honed in on skills, capabilities and understanding potential.

我们采访了process at Greenhouse that helped us get a real-world sense of how a person’s skills would fit their role within our company. This process gave us a clear and unbiased view of what the person would be able to do in the role, not how good they were at interviewing.

What’s more, the questions we asked helped judge the潜在的候选人也是他们在职业生涯的整个日子内成长的能力。

我对雇用非常有信心，并渴望与董事会分享新闻。这是我从董事会成员那里得到的第一个问题：“他们在哪些公司工作？”

他不是在开玩笑。问题是，由于我们的访谈和评估过程很强，我并没有真正专注于简历和背景信息。我们以我们对候选人的清晰，明智和无偏见的观点（无论他们的背景如何）而感到自豪。

So naturally, I told the board that I actually didn’t remember where the candidate went to school, or the names of all the firms on their resume, that we hadn’t discussed it and it hadn’t been a focus of my decision, the member seemed shocked.

我分享这个故事，以强调这样的意识到，在所有类型的组织中仍在以这种方式做出关键的招聘决策。老男孩网络仍然活着，并在最高水平上踢和指导思维过程。即使在像Greenhouse这样的公司，我们正188bet安卓APP忙于重新设计人们对招聘的看法。

我的联合创始人乔恩（Jon）和我在2012年创建了Greenho188bet安卓APPuse，以帮助公司在招聘方面变得出色。我们认为，伟大的招聘可以解锁人类在工作中的潜力。因为合适的角色合适的人可以使该人和公司都有一切不同。

建立归属感

I share my own story because these are the same obstacles and biases that many executives still face in building a more effective, more inclusive workforce. And these are obstacles we must overcome if progress is going to be made around diversity, equity and inclusion (DE&I).

At Greenhouse, we’ve been working on DE&I solutions since the creation of our company nearly ten years ago. Building more thoughtful and data-driven DE&I practices has been a founding pillar of our organization, and an enduring passion of mine as CEO.

Helping companies reduce bias in their hiring process is integral to unlocking that potential within their people. Only as we remove obstacles to potential – and overcome certain habits of mind and even a sense of complacency within a company – can we start to build true belonging.

考虑一下这对您自己的公司意味着什么。归属意味着使人们成为自己的身份，因此他们可以将真正的自我带入真实的方式。归属创造了一个地方，您的人民可以梦想着大大知道自己得到了充分的支持，并做了他们一生中最有意义的工作。

In working with thousands of customers, we’ve found that when companies are able to build a归属的文化they can be their most creative and effective. Those organizations prioritize diversity and they perform better, year after year. Their people feel safe, there’s a seat at the table for everyone and each person who knows they belong is therefore able to show up and bring their best abilities to work.

There are those who think of “diversity” as a distraction and would prefer to avoid these issues so they can focus on the mission they truly care about. Others think of it as an unfortunate posture they must pretend to hold so as to avoid being “cancelled.”

我相信这两种事情。

我们对DE＆I和建筑物归属的承诺基于对我们在Greenhouse建立的公司以及我们想要创建的世界的强烈信念。188bet安卓APP这些信念是关于拥抱人们的差异，重视每一个声音，建立创建更具包容性公司的工具，倡导我们想要看到的变革，并使用我们的平台来放大DE＆I专家和创新者的声音。

而且，从根本上说，我认为归属可能是我实现目标的最强大工具。因为如果我能真正雇用最好和最聪明的人 - 不仅是那些像我一样看起来，听起来和思考的人 - 我可以释放出地球上最强大的进步和成功的力量：人类潜力的力量。