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diversity RSS feed Tag: diversity

Looking For Women IT Professionals? Stand in Line

John Zappe
Jan 29, 2014, 5:47 am ET

Dice women in techAre there women in tech?

Yes, but the truth is, not many. Certainly no where near their proportion to women in the workforce. Women are barely a quarter of the IT professionals, yet they account for half the civilian workforce. Women earn 60 percent of the bachelor’s degrees, but fewer than 20 percent earn a degree in computer science. Twenty-five years ago, 37 percent of the computer science degrees went to women.

In some specialties — cyber security, for one — men outnumber women 9 to 1. keep reading…

Recruiting Today’s Seniors — They Want and Need to Keep Working

Jay Forte
Jan 27, 2014, 12:03 am ET

I want and need to keep working.

So many retirees have said this to me lately. There are two reasons why they say it.

Some need to keep working because they can’t afford to stop working; they didn’t save enough, lost savings in the recession, have kids living with them longer, or have aging parents to care for. They don’t have the money to stop working.

Then there are some who want to keep working because they came from the most driven, focused, and work-minded generation in history. They have no lives out of their work and are afraid to stop working because they lack purpose, and without purpose we all quickly fail. They have seen it in their friends who finished work and many of them finished life at the same time.

So many retirees and older workers find themselves unsure of how to navigate this next chapter in life. Though retirement sounded appealing with a more leisurely pace, no financial worries and, little if any of this is happening. There is a new period in Boomers’ and seniors’ lives — I call it the retirement career. The hallmark of this time period is the need to continue to earn and/or the need to part of something important, valuable, and relevant. Both have ushered in a new look at including older employees in our workforce.  keep reading…

Why a Mobile Career Site is Vital to Reaching Diversity Candidates

Scott Garrett
Oct 9, 2013, 6:34 am ET

al_dia_logoWhat if you built a diversity website, marketed it, but no one showed up?  This was the dilemma facing the Dallas Morning News. In an effort to reach the growing Hispanic market in Dallas, the News built and heavily promoted the targeted website “Al Dia.” Despite several months of promotion, traffic to the site was minimal, according to Russell Smeed, Dallas News sales manager. They were puzzled as to why this was happening, so they did additional market research into the Hispanic audience they were trying to target.   keep reading…

This Silicon Valley CEO Can Handle a Little Argument in an Interview … and a Little Gray Hair

Todd Raphael
Sep 26, 2013, 6:14 am ET

Adi_HeadshotRather than make sure all interviewees are on the same page with the company, Adi Bittan, a startup co-founder & CEO, actually wants to see how they disagree.

Yes, Bittan, CEO of a company called Owner Listens, deliberately puts candidates in a position where they’re at odds with someone, just to see how they handle it.

Bittan and I talk about this in the video below. We also tackle why Silicon Valley seems to hire the young, and why she is more open to older workers.

Lastly, we talk about something she feels is a misperception about working parents. It’s about 11 minutes long, below. keep reading…

Is it Time to Adopt a Targeted Recruiting Effort Focused on Gay Candidates?

Dr. John Sullivan
Aug 12, 2013, 6:45 am ET

Unless you’ve had your head in the sand, you can’t have missed the fact that much of the world has recently become more tolerant of gay men and women. However, despite all this recent societal change, there has been no corresponding change in the corporate recruiting function, which seems unwilling to redesign its programs so that they can effectively recruit from the LGBT community (Lesbian, Gay, Bisexual, Transgender). keep reading…

The Many Perils of Interview Handshakes — and Why They Cause You to Lose Top Candidates

Dr. John Sullivan
Aug 5, 2013, 6:15 am ET

You’ve probably had it happen to you at the start of an interview. You extend your hand and in return you get a wimpy handshake, a “fist-bump” substitute, or a wet clammy handshake that is an intermediate turnoff. Although weak hiring handshakes are quite common, to most they may seem like an insignificant part of interviewing. But everyone involved in the hiring process needs to take notice and be aware of the high negative business impact of handshake bias.

Screen Shot 2013-08-01 at 11.17.29 AMAssessing a candidate based on their handshake is a major problem because we know that many interviewers make an initial decision on a candidate within the first two to three minutes, and we know that the handshake and their appearance are the two most powerful elements that contribute to that powerful first impression. The fact that assessing handshakes is a major hiring decision factor is not just conjecture; research from Greg Stewart of the University of Iowa demonstrated that those with the best handshake scores “were considered to be the most hireable by the interviewers.” Handshakes also proved to be more impactful than “dress or physical appearance.”

Handshakes become a high-impact problem because handshakes occur in every interview, and a single bad handshake can immediately eliminate a top candidate, especially in entry-level jobs. You should also be aware that handshakes with women candidates leave a bigger impression and have their own unique set of biases. No one has ever been sued over handshake bias but the loss of top candidates as a result of it is real. keep reading…

Sacred Cows and Silly Practices Die Slowly in Recruiting

Dr. John Sullivan
Jul 29, 2013, 6:11 am ET

Recruiting is full of practices that seem to last forever. Unfortunately, many practices endure for years despite the fact that they add no value to the hiring process. I call these well-established practices “sacred cows” because many lon-gtime recruiters and hiring managers vigorously defend them even though both company and academic data shows that they should be discarded.

The need to identify and then kill these sacred cows was reinforced recently by some compelling research data revealed by Google’s head of HR, Laszlo Bock. For example, extensive data from Google demonstrated that five extremely common recruiting practices (brainteaser interview questions, unstructured interviews, student GPAs or test scores, and conducting more than four interviews) all had zero or minimal value for successfully predicting the on-the-job performance of candidates. But despite this hard data, practices like brainteaser interview questions will likely continue for years.

Recruiting Has a Long, Checkered History of Silliness keep reading…

3 Companies Hiring Return-to-work Moms

Christopher Young
Jul 11, 2013, 6:03 am ET

ge indiaSabbaticals used to traditionally be for teachers and academics, but many companies have also offered them as part of their benefits packages. Thousands of women have seized upon this benefit and exercised their right to this extended leave of absence and are now looking to get back into the workforce.

With the economy improving but with a diminished talent pool, companies are now reaching out to these women. The advantages to a company when hiring them are numerous and can save them thousands of dollars in the recruitment and hiring process.

Women returning to the workforce after a sabbatical have a renewed energy and a commitment to succeed.  Because of their communication and relationship-building skills they can reach across that generation gap and mentor young colleagues. Their expectations for an employer are much different than from a young person just starting out. These women are more interested in flexibility of work hours and sometimes being able to work from home.

There are however, some considerations when interviewing someone who has been out of the workforce for a while. Some concerns to address in an interview: keep reading…

You’re Religious? You’re Hired!

Todd Raphael
Jun 25, 2013, 5:35 am ET

Tim Tebow-PRN-099734The New England Patriots say that Tim Tebow’s “spirituality” was a factor in his hiring … as a football player. Yes, his spirituality.

Sure, a person’s personal life can play a role in hiring. But we don’t always admit it. Ron Katz and I talk about this in the video below. We also get into how Tebow’s signing may be a sign of the times in terms of:

  • The blurring of work and life
  • Employers’ greater knowledge of job candidates’ personal lives
  • The tension between hiring for “fit” and hiring for diversity

It’s 11 minutes, below. keep reading…

Develop a Recruiter Scorecard … Because Champions Demand That You Keep Score (Part 2 of a 2-part series)

Dr. John Sullivan
Jun 17, 2013, 6:07 am ET

How to develop a recruiter scorecard for assessing individual corporate recruiter performance

Champions insist that you keep score. If you understand that concept, you will ensure that in addition to function-wide metrics, you will supplement them with a scorecard for assessing the performance of each individual recruiter. Everyone knows that corporations are measurement crazy, so I have found that by not measuring something (in this case recruiters), you are inadvertently sending a message to executives and employees that whatever you are doing is not strategic or even important (because if it was, we would measure it).

So unless you want to purposely send a message that “having top performing recruiters doesn’t matter,” you have no choice but to develop an individual recruiter scorecard. In order to do that effectively, you first need to understand the foundation design principles for individual scorecards and then you must select the actual measures that you will use in your scorecard. In part one, I introduced the concept and provided three examples of what a scorecard might look like. In this part two, I will cover the design details and a list of the measure to consider for your scorecard. keep reading…

Stories From a New-Grad Recruiter: Working Gen Y Values to Your Advantage On Campus

Timothy Tieu
Jun 14, 2013, 6:13 am ET

The War for new-grad talent has never been fiercer. More and more companies are turning to universities as their main pipeline to build up their workforce of amazing engineers, designers, and quants. However, many companies who haven’t been active in campus recruiting for the past few years may be surprised to find that the game has dramatically changed.

Remember when you thought pizza and soda at an information session was enough? Now, it’s pizza and soda delivered to your dorm room during finals week with a personalized “good luck” note and invitation to interview. More than ever, companies are adapting to, and even embracing gen Y values in their recruiting processes to sign the best students from top-tier schools.

Jane Graybeal wrote a great piece titled “Valuing the So-Called Me Me Me Generation”,  summarizing three key ideas around gen Y. While some companies may work against these “me me me” values, a handful have worked with them to get some of their best hires. Let’s take the three concepts that Graybeal summarized and apply them on a more practical level — specifically on how university recruiting programs are staying competitive on campus: keep reading…

A Recruiting Ad Contest … With a Catch

Todd Raphael
Jun 10, 2013, 6:56 pm ET

wit-header_01A new contest for the best recruitment advertising in 2013 comes with a twist: the ad being submitted has to focus on hiring women. keep reading…

Valuing the So-Called Me Me Me Generation

Jane Graybeal
May 22, 2013, 2:59 pm ET

g9510.20_Millennials.CoverTalking about millenials is a hot topic. Whether it’s how to hire them or ways to work with them, love them, or hate them, analyzing gen Y seems to be an area of continual fascination. And now thanks to Time, this issue is in the spotlight once again with this week’s cover story titled “The Me Me Me Generation,” which features the provocative subtitle “Millennials are lazy, entitled narcissists who still live with their parents. Why they’ll save us all.” As a member of gen Y myself, I was curious to find out what the article, written by Joel Stein, had to say. Although it points out some troubling statistics, overall the verdict was optimistic. Here are three thought-provoking ideas: keep reading…

How Science-Tech-Engineering Employers Should Address Diversity

Christiana Sudol, Katharine Lynn, and Camille Kelly
Mar 19, 2013, 5:41 am ET
photo from Boeing

photo from Boeing

Diversity recruiting poses a particular challenge for employers in STEM (science, technology, engineering, and mathematics) fields. STEM majors are a small group in high demand, and employers are faced with the question of how to differentiate themselves and to attract an even narrower subset of these students: top diversity talent.

The lack of diverse employees in STEM fields in the United States is significant: Although African Americans and Hispanic/Latinos make up more than 27.9% of the total population, they only constitute about 7% of the STEM workforce, according to data from Monster. The remaining 73% is made up of non-Hispanic whites. Since diversity recruiting is recognized as an important business strategy to maximize creativity and productivity, the lack of qualified diverse candidates is a huge problem facing STEM employers.

To respond to the scarcity of diverse STEM majors, many companies are targeting younger age groups with branding efforts, including educational programs designed to generate interest in science among children. Boeing is one example of an employer taking action to begin “recruiting” diverse STEM candidates early on — even as early as preschool. Boeing is a sponsor of Sid the Science Kid, an animated television show on PBS that aims to make science exciting for children. Not only is Sid curious and enthusiastic about learning, but he also comes from a mixed background that is identifiable to children of all ethnicities. Boeing’s sponsorship is a strategic move, getting children excited about science and familiarizing them with Boeing at an early age.

Although these early branding efforts are certainly a step in the right direction, they aren’t always enough. keep reading…

These Are the Obstacles for African-Americans in the U.S. Government

Todd Raphael
Mar 14, 2013, 4:56 pm ET

eeocFederal agencies in the U.S. tend to recruit people from colleges with relatively low black populations. That’s one of the obstacles hindering African-Americans in the federal workforce, according to a new study from the U.S. Equal Employment Opportunity Commission.

Among the other issues, according to the report: keep reading…

You Don’t Know It, But Women See Gender Bias in Your Job Postings

Stephen Shearman
Mar 1, 2013, 5:31 am ET

Screen Shot 2013-02-25 at 9.38.36 AMAre a few gender-themed words in your job descriptions signaling women, unconsciously, to not apply?

A scientific study of 4,000 job descriptions revealed that a lack of gender-inclusive wording caused significant implications for recruiting professionals tasked to recruit women to hard-to-fill positions underrepresented by women.

This study addressed questions such as: do job descriptions that lack feminine-gender words repel female applicants? Could the lack of gender-inclusive wording in your job description influence women to opt out and not apply? Are there gender bias characteristics in your job advertisements? Could the lack of gender-inclusive words actually be perpetuating gender inequality in your organization? keep reading…

Are Women Building a Glass Ceiling Over Their Own Careers?

Todd Raphael
Feb 20, 2013, 5:58 am ET

Dr. Cassi FieldsSheryl Sandberg, the COO of Facebook, is out with a new book saying that women “leave before they leave,” self-selecting out of certain jobs, careers, or specialties that they feel will hurt their ability to have a balanced life at some point in the future.

Is she right? Or is the larger problem stubborn, inflexible employer policies that make it hard for people to leave and reenter the workforce?

Dr. Cassi Fields, an I/O psychologist, and I talk about this in the video below. keep reading…

Ban Job Descriptions and Hire Better People

Lou Adler
Feb 13, 2013, 1:37 am ET

For the past 30 years I’ve been on a kick to ban traditional skills- and experience-based job descriptions. The prime reason: they’re anti-talent and anti-diversity, aside from being terrible predictors of future success.

Some naysayers use the legal angle as their excuse for maintaining the status quo. keep reading…

High-impact Strategic Recruiting Metrics for WOWing Executives

Dr. John Sullivan
Jan 28, 2013, 5:55 am ET

The Top 18 Metrics for Recruiting Leaders

It’s hard to find anything in recruiting that has failed to live up to its potential more than recruiting metrics. For nearly two decades recruiting leaders have poured resources into measuring recruiting success, and in most cases, the best that they have to show for it is being able to say “yes, we have metrics.” If you don’t know what’s wrong with most recruiting metrics, I have outlined in great detail in a previous article “what is wrong with metrics”).

So if you are a recruiting leader and you are frustrated or disappointed with your current metrics, this article will provide you with a list of the metrics that you should be using. I assure you that after reading this list you will definitely question your current metrics. The other possible option is that you may think that the metrics provided here are impossible, but you would be wrong (they are not).

Understanding the Three Time Periods That Metrics Should Cover keep reading…

Talent Diversity Isn’t Just About Demographic Data

Kelly Blokdijk
Jan 22, 2013, 6:45 am ET

On the way home from the diversity career fair, while writing job ads for the diversity publications, hiring the diversity consultants — while taking those positive steps forward you may, meanwhile, be doing things that cause you to take two steps back.

Some examples:

The Cliquishness keep reading…