There has been a great deal of recent coverage on unconscious biases. However, almost all of the attention has been on becoming aware of these unconscious biases. This is problematic because even data-driven Google could not prove that unconscious bias…
Diversity
Building New On-ramps for Returning Women
You know that guy who won’t let you in when you’re trying to merge onto the highway? Well, that’s corporate America for returning women. Three million returners are behind the wheel, blinkers on, pedal to the metal, tuned-up, tuned-in, and…
‘Don’t Look Too Hot!’ — Powerful New Dad-Daughter Video From HP Makes Fun of Interview Advice
HP is celebrating Father’s Day early with a video mocking the frustrating and sexist advice females are given when preparing for an interview. The two-and-a-half minute piece ends with HP saying that it’s training all hiring managers to reduce unconscious bias….
Wonder Woman – Why Every Firm Needs to Hire One
The Wonder Woman movie has been a blockbuster success at the box office, at least in part because both the main character and the director are women. Giving women the director role on major film projects is, unfortunately, rare. However,…
Open Letter to the CEO and CHRO: You’re Disconnected On Talent Priorities.
Dear Mr/s CEO and CHRO, I needed to send you this important note after reading all those McKinsey and Gartner “What are the CEO’s priorities?” survey results for the last few years. You have also read and probably participated in them…
Diversity’s Revolving Door — With 2x the Turnover, a Diversity Retention Program Is Needed
Most firms have no idea that they have a revolving door that is bleeding diversity talent, because unexplainably, they don’t measure and report diversity turnover and the cost. But what if your executives knew that diversity turnover “was off the…
A New, 30-Second U.S. Marines Recruiting Video Comes With a Twist
The U.S. Marines have unveiled a recruiting video showing footage of a Marine as a kid walking down the school hall; later playing rugby; and then in intense battle in the military. It may be the first of its kind on national…
Predictive Analytics, Bias, and Interviewing
For centuries people have been captivated by the idea of predicting the future (and I’ll be offering my own predictions on the stage in a few days). Crystal ball gazers and fortune tellers all promised to be able to do this….
Do You Work At a Dinosaur Recruiting Function? A Quick Assessment Checklist
I read an excellent think piece the other day by Kaela Wax. On her blog she stated that as an outsider, after closely studying the recruiting industry, she concluded that “My biggest takeaway: The industry is about 65 million years…
‘Change the World, Stay in STEM,’ Microsoft Tells Girls in New Video
In a new minute-and-a-half Microsoft video, girls are asked what they want to do to change the world, and then are delivered the bad news: “odds are, you won’t solve these problems.” That’s because of the low number of females…
Facing a Shortage of Candidates? Discover and Use the Right ‘Attraction Factors’
They call it talent attraction for a reason. Because, obviously, the primary role of the function is to literally “attract” the very best candidates. But when a recruiting function is only guessing about what draws in desirable candidates, it will…
Bleak Employee Morale at Uber — and What You Can Learn From It
Today would not be a great day to be the head of talent acquisition at Uber (with apologies and much support to our colleague who holds that position). On Sunday, a former software engineer at Uber named Susan Fowler published…
Blow-Up Your Diversity Approach and Maximize Business Results With Customer Reflection Diversity
This “think piece” is designed to stimulate your thinking about diversity Why Your Firm Needs to Target Diversity in Sales, Service, & Product Development Research studies have shown that diversity can result in as much as a double-digit increase in…
It’s Time to Have a Genuine Discussion About Diversity
When I discuss diversity recruitment, someone always asks, “Why should I use diversity sites?” or “I have plenty of candidates apply to my jobs. Why take the extra time to try to source specifically for diversity candidates?” I can think…
Revelation! Unconscious Bias Hurts Your Hiring Results Across All Candidates
One of the primary reasons why increasing amounts of technology are entering the recruiting space is the recognition that recruiters and hiring managers harbor a great deal of unconscious bias, which has a negative impact on a firm’s recruiting results….
The Top 5 Talent Surprises That Could Spoil Your 2017
It’s hard to think of an exception to the rule that “it’s always better to be prepared than surprised.” As a result, most professionals do read end-of-year projections (e.g. 2017 trends) because they help them view and prepare for the…
How Changing the Compensation Conversation in Interviews Solves More than the Pay Gap
A few months ago, Massachusetts pushed pay transparency forward when Governor Charlie Baker signed a law prohibiting employers from asking candidates about their salary history. The law, which also forbids companies from telling employees not to discuss their salaries, is designed to…
Tackling the Gender Diversity Gap — Recommendations for Employers to Attract Women in STEM
For many of the employers we work with, gender diversity is a high priority on the corporate agenda — especially women in STEM roles. Employers are often tasked with achieving diversity targets, but are faced with high competition for the same…
Stop the Insanity: You’ll *Never* Reach Diversity Goals Until You Shift to a Data-Driven Approach
If you have direct access to recruiting leaders like I do, you would quickly learn that upward of 95 percent of large corporate diversity recruiting efforts routinely fail to meet their modest diversity goals. In fact, the EEOC reports that…
Find Out What Happened When We Reversed the Job-search Process
About a year ago I told you about how we’re reversing the job-search process. Now’s a good time to tell you the results. We have now hired 101 from this program — and counting! On average, these candidates had applied for…