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In order to attract and retain top talent, hiring leaders need to go where the diverse candidates are, know exactly what these over-messaged candidates want, and execute! Learn how you can take your organization’s D&I strategy to the next level in this hour-long live Q&A session with PowerToFly’s own Dionna Smith-Keels!
You asked, she’s answering:
- How can I ensure the interview process is designed to be inclusive?
- What does active vs. passive nurturing of pipeline mean? Can you give an example of active and passive candidate nurturing methods?
- Isn't it more than just a diversity hiring campaign? Shouldn't companies focus as much, if not more, on inclusion? Also, shouldn't a company show they're in it for the long haul by being in the URM community?
MEET THE SPEAKER:
Dionna Smith is an enterprise account executive with Power to Fly, where she provides D&I solutions for companies with more than 10,000 employees. Prior to joining Power To Fly Dionna led Diversity Talent strategies at Delta Air Lines and has led Talent Acquisition at a number of fortune 500 companies.
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