Archive for Diversity Hiring

Don’t Make Strategic Career Decisions Using Tactical Information

Don’t Make Strategic Career Decisions Using Tactical Information

In a post earlier this year I claimed that too many people change jobs for all the wrong reasons. Most often it's for the stuff at the bottom of the "Maslow's Hierarchy of Hiring Needs" graphic above, rather than the stuff at the top. Unless they're (very) lucky, the result is always disappointment, dissatisfaction and regret.

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Posted in: Diversity Hiring, Passive Candidate Recruiting

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HR's Misreading of the Labor Law is #1 Cause of Hiring Bias

HR

In my semi-retired state, I’ve decided to give away my best secrets for recruiting and hiring the top 25% with a new type of training program. Many of them are highlighted in the infographic above. You'll be able to learn and apply them all just by reading Hire with Your Head (4th ed, Wiley. September 2021) and becoming a participating member of our virtual book club.

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Posted in: Diversity Hiring, Passive Candidate Recruiting

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The Traditional Interview is a Terrible Predictor of Performance

The Traditional Interview is a Terrible Predictor of Performance

One of Stephen Covey's 7 Habits of Highly Effective People is “Begin with the end in mind.” This is great advice whenever implementing any type of process improvement program especially changing how hiring is done at your company. “Think win-win” is another one of Covey's seven habits. When it comes to hiring, this habit is doubly important. It means ensuring the new hire and the hiring manager both recognize the importance of making the right decision and both have all of the information needed to make the right one. Due to its importance this habit has been adopted as the overriding goal and theme of the new edition of Hire with Your Head and rightly called “Win-Win Hiring.” It means hiring for the anniversary date rather than the start date.

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Posted in: Diversity Hiring, Passive Candidate Recruiting

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Performance-based Hiring is Win-Win Hiring

Performance-based Hiring is Win-Win Hiring

As part of the fourth edition of Hire with Your Head (Wiley, September 2021) we’re starting a unique book club for those who pre-order the book. Over the next several weeks I’ll be highlighting different themes from the book. This week focuses on the idea of hiring for the long-term rather than the start date in order to achieve consistent Win-Win Hiring outcomes.

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Posted in: Controlling Bias, Current Articles, Diversity Hiring

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How Chevron Became a Model Workplace for Transgender Employees

How Chevron Became a Model Workplace for Transgender Employees

While many companies today express a commitment to LGBTQ+ inclusion, especially during Pride Month, actions often speak louder than words. And over the past few decades, one company that has consistently shown up for the LGBTQ+ community is Chevron.

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Posted in: Diversity Hiring, Passive Candidate Recruiting

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Here’s What Candidates Really Think About the Diversity Statements in Your Job Posts

Here’s What Candidates Really Think About the Diversity Statements in Your Job Posts

“Diversity and inclusion is more than a statement,” wrote one participant in LinkedIn’s new study on DEI statements in job posts. “A company needs to show how they have embraced diversity and inclusion,” she continued, “not just print the standard blurb on a job description.”

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Posted in: Assessing Soft Skills, Diversity Hiring

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5 Steps to Eliminate First Impression Bias and Hire the Right Candidate

5 Steps to Eliminate First Impression Bias and Hire the Right Candidate

First impression bias is the primary cause of most hiring mistakes. Why? Because when we feel good about someone right away, we tend to ask easier questions. And when we feel negative right away, we ask more difficult questions. In other words, we look (often subconsciously) to confirm our first impression.

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Posted in: Controlling Bias, Diversity Hiring

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This One Change Opens the Talent Pool to More Outstanding Diverse Talent

This One Change Opens the Talent Pool to More Outstanding Diverse Talent

I contend that the biggest reason companies struggle to hire outstanding diverse, non-traditional and high potential talent is that they continue to use job descriptions that require a skill set that puts a lid on quality of hire since most of the best people have a different mix of skills and experiences. Just as bad, the best people with the required skill-set aren’t interested in what appears to be an ill-defined lateral transfer. In essence the use of these types of job descriptions guarantees the company will hire people exactly like those they’ve already hired and not improve the quality, or the diversity of the people hired.

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Posted in: Diversity Hiring, Performance-based Interview

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10 Ways to Reduce Interviewer Bias

10 Ways to Reduce Interviewer Bias

In my 45+ years as a recruiter, one of the many things I’ve learned is that strangers get a bad deal when it comes to being accurately assessed during interviews. While people who are known to the hiring manager are assessed on their past performance, strangers are judged on their motivation to get the job, a bunch of generic competencies, the depth of their technical knowledge and the quality of their presentation skills. Worse, all of these factors are viewed through a biased lens filled with misconceptions and flawed logic.

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Posted in: Controlling Bias, Diversity Hiring

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