“The fact is Latisha and Jamal do not get the same number of callbacks as Emily and Greg.”
,” says Gino. She recommends that “at the end of every hiring process, leaders track how well they’ve done against the diversity goals they set out to achieve.” This also encourages those involved in the hiring and in other parts of the company “to keep diversity and equality top of mind.”Experiment with the wording of job listings by removing adjectives closely associated with a particular gender.
Allow surface demographic characteristics to play into your résumé review. Use a software program that blinds that information and ensures a level playing field.Case Study #1: Work to understand biases and set diversity goals Dawn also requires her employees to complete bias awareness training. Her goal is for all team members — many of whom are hiring managers — to develop an understanding of what these prejudices are and why are they are insidious. “I talk about my own weaknesses,” she says. “If I am honest with my team, then hopefully they can look inside themselves to see what biases they might have.”
When it came time to winnow the pool and decide which applicants were worthy of an interview, Dawn reminded both the internal search committee and the outside recruiting firm of the team’s diversity goals. “I always want to see a diverse slate of candidates that includes at least two members of underrepresented groups,” she says.
“At the end of the day, having a dynamic, engaged team with a diverse set of perspectives makes our professional conversations better and more creative,” she explains.A few years ago, Jill Koob, the vice president of sales solutions at Employer Flexible, the Houston-based human resources and recruitment company, needed to hire an operations analyst for the HR technology group.
After she had done the initial résumé review of the pool , she asked applicants to take an assessment through Affintus, a program that helps benchmark and rank candidates. Top matches then progressed to a second evaluation with Prove It, which tests candidate’s Excel, Word, and other computer-related skills.
Indonesia Berita Terbaru, Indonesia Berita utama
Similar News:Anda juga dapat membaca berita serupa dengan ini yang kami kumpulkan dari sumber berita lain.
New program teaches prospective San Diego police applicants about potential red flagsThe Blue Arrow Program aims to prepare prospective applicants for the hiring process at a time when SDPD faces staffing shortages
Baca lebih lajut »
Healthy Aging: Ways to Fight the Aging ProcessYou can’t slow down the clock, but you can make some changes to fight little aches and pains, wrinkles, memory glitches, and other parts of the aging process.
Baca lebih lajut »
Next time you make a hire, try what NASA does for hiring astronautsBlast off.
Baca lebih lajut »
Tustumena spends week in Homer due to staffing shortageThe Tustumena was slated to resume regular service on today after a week-long delay in Homer due to a crew shortage. The ferry system has been struggling to hire new staff this year, even with $5,000 hiring bonuses.
Baca lebih lajut »
Former Northview star Mollie Hanson hired as UAB softball assistant coachFormer Northview High softball standout Mollie Hanson has been hired as an assistant coach for UAB’s softball team, according to a UAB release Tuesday announcing coaching staff hires by head
Baca lebih lajut »
A Simple Way to Introduce YourselfMany of us dread the self-introduction, be it in an online meeting or at the boardroom table. Here is a practical framework you can leverage to introduce yourself with confidence in any context, online or in-person: Present, past, and future. You can customize this framework both for yourself as an individual and for the specific context. Perhaps most importantly, when you use this framework, you will be able to focus on others’ introductions, instead of stewing about what you should say about yourself.
Baca lebih lajut »