Nine Ways to Eliminate Hiring Bias

Hiring bias can negatively affect a company at every level, from senior management on down.

Hiring Bias

When recruiters use emotion in a hiring decision rather than objective facts, it could lead to accusations of hiring bias.

Using “your gut” to select a candidate is simply not the way to get the right talent.

Like cancer, hiring bias could spread through the entire corporate culture—damaging employee morale, efficiency and the company’s reputation.

In 2012, the EEOC received nearly 100,000 cases of discrimination in hiring. This leads to one question: How many more cases of hiring bias are NOT reported?

Nine Ways to Eliminate Hiring Bias: Continue reading “Nine Ways to Eliminate Hiring Bias”

Get Educated! Human Resources and the Learning Culture

How can human resources make a business competitive in the marketplace? Education!

Three steps for human resources to develop a learning culture in the workplace.

education (Photo credit: Sean MacEntee)

There may be several factors to a company’s success, but one of the biggest is when their workforce that can adapt and learn quickly. In business, change is a constant, and the human resources department who embraces change (and can learn and teach from it) is the one that will certainly benefit.

For human resources departments, developing an organization that values education is vital to the company’s health and prosperity. Stagnant and unmotivated workers can become an anchor that weighs down and sinks a business. Everybody in human resources talks about engagement; the corporate culture that values education and knowledge is one that has fully engaged workers.

However, fashioning a learning culture from scratch is not easy, especially when human resources is faced with employees that fear making mistakes, fail to challenge ideas based on merit, or constantly resists positive change.

When this is the climate human resources face in a company, something must be done!

Three steps that will guarantee to convert a lifeless workplace into one with a learning culture:

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Tips for Hiring the Wrong Person Every Time, Guaranteed!

There will always be poor candidates applying for any given job. Of that, you can be sure. Why are you hiring them every single time?

Hiring the worng people every time is expensive and time-consuming!

Bad candidates are in any given applicant pool, and their shortcomings are not immediately obvious. However, hiring them does not have to be a forgone conclusion!

Even in today’s interconnected and social world, hiring manages and human resources personnel cannot catch the few rotten apples instantaneously. Good hiring practices take time, dedication and determination to weed out good from the bad. Companies must begin with an organized and a smart talent acquisition system.

Without a strong strategy, a company will hire the wrong person every time. Guaranteed! This means the endless energy and expense of starting the process again.

The smart choice is taking the time to do it right the first time. Poor hiring can be embarrassing to a company, leading to significant (and expensive) setbacks.

The biggest problems are hiring managers that focus on intangibles like “great potential,” believing the candidate will improve or resting solely on things like “gut feelings.” These make it extremely difficult to understand if the person will actually fit well in the company.

There are few guarantees in life, but use these four rules of negligent hiring, and you will always bring on the wrong candidate:

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No Bad Hires: Interview Questions to Ask First!

SAN MATEO, CA - JUNE 07:  Job seekers wait for...
(Image credit: Getty Images via @daylife)

For both employers and job seekers, the whole process of filling a vacant position rests on one thing — a great interview.

Much hangs in the balance, and the dialogue of the interview can be the deciding factor. Hiring the wrong employee—not just lacking skills, but a poor fit for the company culture—can cost thousands of dollars in lost time, effort and productivity.

Interview questions should be more than a routine discussion about experience, education and work history.

Great interviews go deep into the aspirant’s enthusiasm, drive, dependability and creativity. Focusing only on responsibilities and skills is a mistake; you have to decide who the candidate is—as a person.

Employees without drive, motivation and commitment to the company will eventually be indifferent and incompetent. That is unfair to the employee, co-workers and the company as a whole, as well as being a burden on resources—and a money drain.

Seven character questions to ask, and why they are crucial to find the right candidate. For job seekers, answer these questions and you will be ahead of the pack:
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Who Is YOUR Customer? The Language of Resumes

Who is YOUR CustomerA resume has one clear goal; like any marketing or promotional document, it exists to make an extremely valuable sale.

The product your resume sells? That is YOU!

Any advertising pro will tell you that ad copy does not have to appeal to the promoter, senior management or company selling the product. Ad copy is for one person and one person only—the consumer.

Give your resume a fresh look; who is it written for?  Who is the audience for your resume?

Who is YOUR customer? Continue reading “Who Is YOUR Customer? The Language of Resumes”