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diversity RSS feed Tag: diversity

Revealing the Factors That Restrict the Recruiting of STEM Women (Part 2 of 2)

by and Aug 18, 2014, 12:20 am ET

STEMThis is the final part of a two-part research-based series that is designed to reveal and describe the four categories of factors that restrict the recruiting of STEM women (i.e. women with degrees in Science, Technology, Engineering, or Math) into high-tech firms.

In part one we highlighted Category 1, the lack of a short-term impact associated with efforts to increase the supply of STEM women, and Category 2, the top barriers that restrict STEM women from applying for and accepting new jobs. Our research and analysis indicates that there are two more major categories of factors that inhibit STEM women from changing jobs. Those factors will be covered in Category 3, the corporate cultural frustrators that discourage STEM women from being recruited into new jobs, and Category 4, biases against women in the hiring process of high-tech firms.


CATEGORY 3 — The corporate cultural frustrators That Discourage STEM Women From Being Recruited Into New Jobs keep reading…

Don’t Listen to the Naysayers — You Do Need Creatives

by Aug 15, 2014, 12:56 am ET

Screen Shot 2014-07-03 at 9.57.56 AMIf you’re not a “creative,” you’ve probably been annoyed by a creative’s lack of organization or follow-through at some point. You may even be reveling in the recent onslaught of articles arguing that creative employees only waste time and money.

But no matter how “Type A” you are, you can’t afford to overlook creatives’ potential in this increasingly innovation-focused market. keep reading…

What Unsuccessful Recruiters Are Doing Wrong

by Aug 12, 2014, 12:12 am ET

 recruitment-sample-mdMost strategic recruiters seek to optimize the three most important factors in talent acquisition — cost, time, and quality. However, that objective is often impossible to accomplish because recruiters continue to use outdated talent processes which were designed back in the 1980s.

Stephen Covey, in his ground-breaking best seller — 7 Habits of Highly Effective People – introduces timeless principles that form the framework of the changes that individuals must adopt to become more effective. But, before one can embrace the seven habits, Covey proposes adopting of a “paradigm shift”– a change in perception and interpretation of how the world really works. Similarly, recruiters must be willing to adopt a paradigm shift in how they view the world of talent acquisition — if they hope to be successful in sourcing, recruiting, and hiring the very best talent in today’s war for talent.

For example, it has been my experience that “average” to “good” recruiters follow similarly dated talent strategies:  keep reading…

Revealing the Factors That Restrict the Recruiting of STEM Women (Part 1 of 2)

by and Aug 11, 2014, 12:52 am ET

STEMWe are deeply disturbed at the “there’s little we can do” attitude of the leadership at most major tech firms towards increasing the number of STEM (i.e. Science, Technology, Engineering, Math) women recruited into their firms. The leaders of these firms seem to think that their posting of shallow diversity metrics was sufficient. Because males dominate many of the high-tech leadership roles, it’s a bit arrogant for them to assume that they know and understand the barriers that STEM women face.

Instead, we propose they use a more scientific approach that uses survey research techniques to identify the actual barriers that STEM women face when applying for a job in a high-tech culture. Only after you pinpoint the actual barriers can executives then take the precise steps necessary to mitigate or overcome those barriers. Rather than waiting for these hesitant leaders at high-tech firms to act, we have been conducting our own interviews and survey research with the goal of identifying each of the barriers that STEM women recruits face. Our research has found that there are four categories of factors that contribute to the STEM women recruiting problem.

They are 1) the weak supply; 2) the perceived barriers that restrict them from applying for jobs; 3) the negative male culture that frustrates and discourages women; and 4) the biases against women embedded in most corporate hiring and promotion processes.

In this part 1 of a 2-part article, we will address the first two categories, the weak supply of STEM women, and the perceived barriers that restrict STEM women from applying for jobs.  keep reading…

Metrics for STEM Women – a Critical Examination of the High-tech Approach

by and Aug 4, 2014, 5:21 am ET

STEMThere has been a great deal of publicity lately surrounding the lack of STEM women at high-tech firms. Unfortunately, we have to give two thumbs down to the diversity data from each of the top high-tech firms that have publicly released their numbers. Although the firms’ intentions were good, the limited scope of the metrics that they revealed do not provide the necessary information that STEM women need in order select which firm to join or the right information needed in order to encourage them to actually apply for a different tech job.

High-tech firms have two basic reasons for attempting to hire and retain more STEM women into key roles. keep reading…

Gay Cop: ‘Believe It or Not, We Exist’

by Jul 23, 2014, 5:35 pm ET

Screen Shot 2014-07-23 at 2.22.47 PMIn a new recruiting video below, a self-described “30-year-old white guy” tells you why he’s diverse: he’s a gay policeman in Texas.

Chris says that being a gay detective in Ft. Worth isn’t the big deal it used to be. And, he says, he hasn’t had a single problem at work. keep reading…

End the Shortage — Recruit STEM Women Who Are Working at Your Competitors

by Jul 7, 2014, 5:03 am ET

Screen Shot 2014-07-03 at 3.30.03 PMI almost broke out laughing when I came across an article in Fast Company magazine entitled Why You Can’t Find Women Engineers. This title reflects a common misconception among business executives about the shortage of technically qualified women at their firms.

This often-repeated “shortage statement” is only partially true, and if you believe it, you will never fill your firm’s diversity recruiting targets.

Let’s examine this shortage issue from a different perspective. keep reading…

Stop the Excuses — a Frustrated STEM Woman’s Simple Solutions to The Diversity Recruiting Problem

by Jun 25, 2014, 4:02 pm ET

Screen Shot 2014-06-25 at 12.57.48 PMThere is a huge issue in the tech world where firms like Google, LinkedIn, Yahoo, and Facebook are having great difficulty recruiting technically trained diverse women (known as “diverse STEM woman” or DSW). As a STEM diverse woman myself living in the Silicon Valley, I know and have experienced firsthand the many barriers that diverse woman face. And because of my recruiting background, I have also concluded that individual firms cannot find enough women to fill these technical roles because they have continuously used the wrong recruiting approaches that fail to address the barriers that restrict the movement of the DSW between jobs.

If you are a male corporate leader working in the tech industry, you will benefit from reading this article. keep reading…

Diversity Recruiting – What’s Wrong With It? Pretty Much Everything (Part 2 of 2)

by Jun 23, 2014, 12:53 am ET

carousel_business_osdIn the first part of this series, I highlighted how a weak business case, not being data-driven, failing to segment your recruiting targets, and failing to effectively use employee referrals can severely reduce your diversity recruiting results. In this part II, I will complete the list of the common diversity program design errors and briefly highlight some recommended actions.

The Remaining 12 Most Common Diversity Recruiting Errors keep reading…

Media Eating Up Religion-of-job-candidates Story

by Jun 18, 2014, 4:53 pm ET

Screen Shot 2014-06-18 at 1.36.41 PMA study published three months ago — March 24, 2014 — is quickly making the rounds in the media and social media. In brief, the paper says that in the southern U.S. states, only one religion is helpful for job candidates to have on their resumes. keep reading…

Diversity Recruiting – What’s Wrong with it? Pretty Much Everything (Part 1 of 2)

by Jun 16, 2014, 12:38 am ET

DOT diversityIn case you missed it, there was a great deal of publicity generated recently when Google’s Laszlo Bock openly announced Google’s diversity numbers. Even Google was disappointed in them, but that shouldn’t be a surprise. Almost every major corporation struggles with meeting their diversity goals as a result of a poorly designed diversity recruiting effort that hasn’t changed much since the 1970s.

As a corporate recruiting expert, I continually analyze recruiting approaches of all types, and in my experience, diversity recruiting is the worst-performing one among all recruiting sub-programs. In fact, when people ask me “what’s wrong with diversity recruiting?” I quickly respond with “pretty much everything.” It’s sad that such a high-impact and well-intentioned effort simply has little chance of success because of its many design flaws.

These design flaws are numerous and the top 10 most impactful ones are listed below. The remaining 10 high-impact design flaw factors can be found in part two of this series.

The Top 10 Highest-impact Diversity Recruiting Errors keep reading…

LinkedIn Says It Has Work to Do on Diversity

by Jun 12, 2014, 6:45 pm ET

You saw Google’s diversity figures.

Now it’s LinkedIn’s turn. keep reading…

Google Releases Diversity Numbers

by May 28, 2014, 8:44 pm ET

Screen Shot 2014-05-28 at 5.41.04 PMGoogle says it is “time to be candid” about the diversity of its workforce. And with that, it’s out with numbers.

Laszlo Bock, SVP of People Operations, defends the numbers in a blog post (which has some interesting comments on it). keep reading…

Looking For Women IT Professionals? Stand in Line

by 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

by 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

by 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

by 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?

by 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

by 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

by 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…