Which involved doingwhat exactly?
Just for clarity, this was for a publicly posted job position, so non-target candidates were able to, and did, put in applications. They were assessed the same way target candidates were.
The belief, whether you agree with it or not, is that diverse teams produce better results. If your natural applicant pool is all dudes then your job as a headhunter is to find a woman who you think can beat them on merit.
The other way you do it is you hire them on as juniors where everyone's resumes might as well be written on toilet paper and "most qualified applicant" is a bit of a joke and train them up.
If I'm contacted by a recruiter and encouraged to apply for a position, I would expect to at least get a phone screening if not a full interview. Are you really reaching out to minority candidates individually only to sometimes send back a message that you have decided not to proceed with them a few days later? I think that would leave a bad taste in my mouth and make me less inclined to apply or encourage anyone else to apply with your company.
Do you try to get an approximation of society with that selective net you're casting? Of the field? Or is it more according to own preference with something like an equal amount of the subsections you can think of?
That’s a very strange reading of what I said. I need to remind you that the vast majority of applicants were white men. This headhunting merely added more minority (from a European perspective) candidates into our pipeline.
I was going to be their manager, so yes, I knew the process.
