Devon Proudfoot is an Assistant Professor of Human Resource Studies at Cornell’s ILR School. Professor Proudfoot’s current research focuses on gender issues in the workplace; she is particularly interested in understanding how gender stereotypes impact well-being and motivation at work as well as how people experience gender across different cultures. At Cornell, Professor Proudfoot teaches courses on Diversity and Inclusion at both the undergraduate and Master’s levels.
Candidate evaluation is the second stage of the hiring process. The evaluation stage allows your organization to determine which candidates from your diverse talent pool are the most qualified to meet the needs of an open position. During candidate evaluation, every step, from reviewing résumés to conducting interviews and making selection decisions, offers an opportunity for inclusion. Yet each step within this stage of the hiring process also has pitfalls that can result in candidates of marginalized identities being excluded and impacting your organization's long-term inclusion goals.
In this course, you will begin by examining how the candidate evaluation stage fits within an inclusive hiring approach, including the power of decision making in candidate selection. You will explore best practices for early-stage candidate evaluations and for interviewing candidates, and you'll evaluate the potential challenges of common approaches like pre-interview assessments and interviewing for “fit.” You can use these best practices to make inclusive selection decisions that reduce bias and emphasize equity in candidate selection.
You are required to have completed the following courses or have equivalent experience before taking this course:
- Building Diverse Talent Pools
- Examine the value of inclusive decision making in candidate selection
- Isolate and address sources of bias when interviewing and selecting applicants
- Develop inclusive interview assessment and selection practices
How It Works
Courtney L. McCluney is an Assistant Professor of Organizational Behavior in the ILR School at Cornell University. Dr. McCluney’s research examines how practices and norms in organizational contexts shape marginalized groups’ experiences and perpetuate inequitable structures. Before completing a postdoctoral fellowship in the Darden School of Business at the University of Virginia, she earned her Ph.D. in Psychology at the University of Michigan and B.A. in Psychology and Interpersonal/Organizational Communications at the University of North Carolina at Chapel Hill, where she was a Ronald E. McNair Scholar. Dr. McCluney has published numerous articles and book chapters in academic and practitioner outlets on diversity, inclusion, race, and gender at work. Prior to her academic career, she completed a research fellowship at Catalyst, Inc., and an AmeriCorps social impact fellowship in Boston, MA. Dr. McCluney is a first-generation college graduate from High Point, NC.
John Hausknecht is a Professor of Human Resource Studies at Cornell University. He earned his Ph.D. in 2003 from Penn State University with a major in industrial/organizational psychology and minor in management. He received the 2004 S. Rains Wallace Award for the best dissertation in the field of industrial/organizational psychology. Professor Hausknecht’s research primarily falls within the domain of staffing and has appeared in the Academy of Management Journal, Journal of Applied Psychology, and Personnel Psychology. Recent papers have examined applicant persistence in selection settings, reactions to company hiring practices, and predictors and consequences of collective-level absenteeism and turnover. He currently serves on the editorial boards of the Academy of Management Journal, Journal of Applied Psychology, and Personnel Psychology.
Professor Hausknecht teaches undergraduate and graduate-level courses on human resource management, staffing organizations, and HR analytics. He received the ILR School’s MacIntyre Award for exemplary teaching in 2008. Prior to academia, he worked as a consultant to Fortune 500 firms in the areas of leadership assessment, talent management, and organizational change. Professor Hausknecht is a member of the Academy of Management, American Psychological Association, Society for Industrial and Organizational Psychology, and Society for Human Resource Management.
JR Keller is an Assistant Professor of Human Resource Studies in the ILR School at Cornell University. His research focuses on how firms combine internal and external hiring to meet their human capital needs as well as the various ways individuals build careers within and across organizations. Professor Keller has explored the factors which lead firms to hire externally versus promote from within, supply chain approaches to talent management, and the use of nonstandard work arrangements. His work has appeared in the Administrative Science Quarterly, Academy of Management Journal, Academy of Management Review, ILR Review, and the Annual Review of Organizational Psychology and Organizational Behavior, as well as a recent book on strategic talent management. Professor Keller earned his Ph.D. in Management from the Wharton School of Business and holds a Master’s in Adult Education from Indiana University along with undergraduate degrees in Finance and Computer Applications from the University of Notre Dame.
Sean Fath is an Assistant Professor of Organizational Behavior at Cornell’s ILR School. Broadly, his research focuses on managerial decision making, bias reduction in social evaluations, and perceptions of social and organizational hierarchy. Before coming to Cornell, Professor Fath received his Ph.D. in Management and Organizations from Duke University.
Susanne M. Bruyère, Ph.D., CRC, is currently Professor of Disability Studies and Director of the K. Lisa Yang and Hock E. Tan Institute on Employment and Disability, Cornell University ILR (Industrial and Labor Relations) School, Ithaca, N.Y.
The Yang-Tan Institute is a research, training, and technical assistance center focusing on disability inclusion in employment, education, and community. Dr. Bruyère serves as institute administrative and strategic lead, and as the PI/co-PI of numerous research, dissemination, and technical assistance efforts focused on employment and disability policy and effective workplace practices for people with disabilities.
Dr. Bruyère is the author/co-author of three books and over 120 peer-reviewed articles and book chapters on workplace disability inclusion and related topics. She holds a doctoral degree in Rehabilitation Counseling Psychology from the University of Wisconsin-Madison and is a Fellow in the American Psychological Association. Dr. Bruyère is a past president of the Division of Rehabilitation Psychology (22) of the American Psychological Association, the American Rehabilitation Counseling Association (ARCA), the National Council on Rehabilitation Education (NCRE), and past Board Chair of the Executive Board of the Global Applied Disability Research and Information Network on Employment and Training (GLADNET) and the Commission on Accreditation of Rehabilitation Facilities (CARF).
Who Should Enroll
- Managers responsible for hiring decisions
- Employees involved with candidate sourcing, screening, assessment, and decision making
- Senior leaders and other individuals who oversee strategies, policies, and practices related to the workforce
- HR professionals
- Aspiring HR managers