I had the opportunity to attend a Search Advocate Training focused on equitable search and selection practices. The intent of the program was to prepare individuals across campus to serve on search committees and guide them in promoting equity, validity, and diversity throughout the hiring process.
The training emphasized identifying and mitigating implicit bias while also educating participants on evidence-based search and selection best practices. The goal was not only to raise awareness, but to equip advocates with practical tools to strengthen fairness, consistency, and inclusivity at each stage of the search process.
The Search Advocacy Training program was effective for several key reasons:
1. Opportunities to Practice
Participants were given structured opportunities to apply concepts in real-time through case scenarios, discussions, and role-play. This strengthened skill development and increased confidence in intervening during search processes.
2. Shared Training Experience
The program fostered a shared learning environment, allowing participants from different units develop common language around inclusive hiring. This collective experience helped reinforce belonging cues and alignment with institutional values (especially important in decentralized HR environments like ours).
3. Well-Coordinated and Administered
The training was organized, clearly facilitated, and professionally delivered. Clear expectations, structured materials, and thoughtful pacing enhanced credibility and participant engagement.
4. Chunked Content Delivery
Content was broken into manageable segments across several weeks, preventing overload and supporting retention. This aligns with adult learning principles, making it easier for participants to absorb and apply the material.
On the contrary, I was recently told that part of my 2026 upskilling journey—particularly as we move toward implementing new administrative processes—is to utilize LinkedIn Learning and complete trainings based on our individual interests. While I recognize that LinkedIn Learning can be a valuable resource, the lack of direction or vetting around which trainings are most relevant feels like a shortcoming in leadership.
With limited clarity on how our roles will shift and evolve, being directed to a broad catalog of courses without guidance feels overwhelming. Rather than feeling strategically developed, it can feel like being sent into a sea of trainings without a clear connection to organizational priorities or measurable outcomes. Effective development, especially during times of change, benefits from structure, alignment, and shared understanding of expectations.
Citations:
Swift, M. (2026, February). Week 6 learning materials Developing Training Programs. MGMT 553. Oregon State University Canvas. https://canvas.oregonstate.edu/courses/2054905/pages/week-6-learning-materials?module_item_id=26215276
Swift, M. (2026, February). Week 6 learning materials Evaluating Training Effectiveness. MGMT 553. Oregon State University Canvas. https://canvas.oregonstate.edu/courses/2054905/pages/week-6-learning-materials?module_item_id=26215276
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