A new study identifies key ways in which bias occurs when grooming and promoting talent, maps out which talent cohorts perceive this bias most and how they perceive it, measures its cost to corporate bottom lines, and offers data demonstrating correlations between specific solutions and a lower incidence of perceived bias.
Move over, Siri and Alexa. Karen has arrived.
Before posting pictures of your late-night revelry or complaints about your job on social media, think again—70% of employers use social media to screen candidates before hiring, up significantly from 60% last year and 11% in 2006.
One common challenge in finding and hiring the best talent is the disconnect between hiring managers and recruiters, which can lead to pricey errors. The U.S. Department of Labor estimates the cost of a bad hire at 30 percent of an employee’s first year earnings. With that type of money on the line, hiring managers […]
It’s important not to sugarcoat or otherwise misrepresent the reality of a job when looking for candidates. Doing so can result in a high turnover rate once candidates inevitably get a real look at the job.
Soft skills and emotional intelligence are required to succeed in many of today’s most in-demand positions, yet the focus when recruiting for these jobs is often elsewhere.
“How much are you currently earning?” It once seemed like an innocent enough question, and until recently was very common.
Yesterday we heard from Florence Richard, the director of Human Resources (HR) at an asset management firm in California, on the topic of job descriptions. Today we’ll hear more, specifically on treating a job description like an opportunity to express your company’s culture.
The way your job description is written is part of your company’s culture and can influence who applies.
Asking job seekers to solve complicated puzzles may not provide all the insight you need into skills and ability, but the exercise serves other purposes.