The Diana Initiative 2022

The old school way of treating everyone the same in an interview to imply fairness is actually not inclusive. Interviewers should apply emotional intelligence to every interview, eliminating bias and giving candidates a fair chance to show their capabilities. Managers can listen and learn from this and candidates can reverse engineer everything I offer here to turn the interview into a better experience for everyone involved.

The difference between a good or bad interview can come down to something as simple as prompting and patience. So beyond compliance measures and the basic measuring of required skills, I am sure we can get to the root of the ultimate qualifier: WILLINGNESS AND ABILITY, and eliminate behaviors that create extra challenges to individuals who are battling invisible obstacles like neurodiversity. This is just another proof point dispelling the Talent Shortage myth. I will walk through techniques and strategies to make every interview experience as effective and comfortable as possible, ultimately leading to success for all parties. Conducting an interview and making hiring decisions is a privilege, not to be abused or taken for granted. This will help candidates and employers and make our community at large stronger and more successful by removing one more unnecessary barrier.