Archive for Diversity Hiring

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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How Recruiters Can Drive Diversity Efforts

How Recruiters Can Drive Diversity Efforts

The entire recruiting and staffing industry has been upended in the past few months. Live recruiting events and conferences have been canceled. Some recruiting teams are scaling back or putting projects on hold, while others are focusing on reskilling or redeploying teammates to other business priorities. On top of this, we’re also seeing a trend towards a hiring manager do-it-yourself model that basically bypasses the recruiter and sourcer entirely. However, we are seeing one big area of opportunity: Recruiters who are true value-added partners to their hiring managers by sourcing, recruiting, and closing outstanding talent — especially diverse talent. These recruiters are in high-demand and this demand is increasing. But being successful in this new opportunity requires a different set of skills and competencies. By benchmarking best practices, we’ve been able to capture these skills in our new “Recruiter of the Future” competency model. Download it here and be sure to sign up for our ongoing series of webcasts. (The next one is July 29, 2020, but if you can’t make it, you’ll still be able to find the recording.) The metric of success in this competency model isn’t jobs filled on time and at the lowest cost, but quality of hire and job satisfaction on the candidate’s first-year anniversary date, not their start date. We refer to this idea as “Win-Win Hiring.” A successful Win-Win Hiring outcome occurs after one year when the hiring manager fully agrees the new hire is an outstanding performer and the new employee is

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Posted in: Controlling Bias, Diversity Hiring

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