Case Study #2: Interviewing and auditing to help a global real estate firm improve their DEI processes
This is a client that requested the works - a comprehensive audit of their people processes and systems to find out what they were doing well, and what they could do better. I won’t share the name of the organization, but it’s one of the oldest and most well-known in their industry. With such a long history, they had a strong foundation in HR, but they needed that next-level boost to be able to proactively engage in DEI.
I started by facilitating over 30 hours of focus groups and 1:1 interviews to be able to hear directly from the people that manage each process. Subsequently, I examined documentation and artifacts to be able to fill in the gaps, and provide recommendations for improvements. While I examined every people system in the company from end-to-end, I’ve provided a sample of my work looking at Recruiting and Hiring below.
2.1 Audit Interview Guide
My first step in getting to know the systems at this client was through meeting with the people who actually own and interact with them.
In looking at the Recruiting and Hiring systems, I met with the Head of HR, recent Hiring Managers, and the Talent team to get their perspectives. I’ve included a copy of my facilitation guide - the questions I asked them, so you can see what I check for.
Click on the image to the left to see full details.
2.2 Audit Report Presentation
After conducting my qualitative assessment and reviewing documentation of the processes, I compiled my findings into a report that I presented to the client.
In my report, I broke down each system into various components, and described where I saw both strengths and areas of opportunity for improvement. These were able to lead directly into strategic recommendations that the client received warmly, and immediately began to implement.
I’ve pulled out the slides relevant to Recruiting and Hiring here. Click on the image to the right to see full details.