Unconscious bias is a scary reality that plagues many organizations and means that the best people aren’t getting the right jobs and promotions. We spoke with Sangita Katsuri of Action Inclusion about how companies can work to eliminate unconscious bias in their hiring process.
- What is your definition of unconscious bias, and how does it play out in the hiring process?
If we are honest, we can admit that we have some very conscious biases and preferences for certain kinds of people, characteristics, appearances, behaviors and even nuances of speech.
More information: http://www.recruitingblogs.com/profiles/blogs/eliminating-unconcious-bias-in-hiring
Two decades ago, McKinsey researchers observed a brewing war for talent in the business world. And even after two decades, this war for talent is far from over. Hit by massive shifts in business models and the advent of the digital era, organizations are finding themselves competing for talent. Adopting technology can be seen as the panacea for their challenges. Technology implementation across the HR value chain is helping firms with selecting the right candidate, enabling pre and post employee engagement and personalization of the recruitment process.
More information: https://www.peoplematters.in/blog/hire-better-hire-faster/role-of-hr-technology-in-recruitment-17942
Blind hiring is an HR practice that aims at reducing biases during the hiring process. The idea is to promote talent acquisition based on a transparent method and hire eligible candidates regardless of their name, gender, mother tongue, religion, and socioeconomic background.
It also forbids the hiring managers to ask about the academic qualification and professional experience of a candidate during the hiring process.
More information: https://recruitloop.com/blog/blind-hiring-can-contribute-workplace-diversity/
While recruiting in this hyper-connected world gives HR teams the ability to find candidates from across the globe, the workplace is still suffering from a severe talent shortage. An alarming four out of every ten companies are unable to connect with candidates that possess the necessary skills and talent to fill available job positions.
The problem is not necessarily the lack of talent in the candidate pool; it’s the fact that recruiters are having trouble attracting them. There is a clear disconnect between how recruiters and candidates view the hiring process.
More information: https://recruitloop.com/blog/4-surefire-ways-attract-stellar-talent/
When it comes to designing a recruitment website, there is no rule book. As you might expect, most recruiter sites therefore tend to look different and have varied content. More importantly, they tend to have different levels of effectiveness.
While there is no need for every recruiter site to be the same, there are tried and tested elements that every site should have.
More information: https://www.talentheromedia.com/the-recruiting-rundown/six-essential-elements-every-recruiter-website-needs
Sometimes, your firm’s worst enemy in the hiring process may not be market conditions, financial limitations or even certain candidates consistently being ‘the one that got away’.
Instead, you may need to scrutinise parts of your own company’s recruitment process to ensure you aren’t self-sabotaging. Here are just a few of the potential problem areas.
The number of interviews
It’s understandable that you might want to hold quite a few interviews to guard against the risk of a promising candidate turning into a nightmare once they are actually in the job.
More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/3-elements-of-your-recruitment-process-that-may-be-less-than-helpful
Employers and recruiters tend to prefer passive candidates because they have the right skill sets, have the right qualifications and have a history of good employment. But for a startup working environment, could active candidates be the ideal employee?
When it comes down to it, what you want to hire is the right person with the rights skills at the right level. But when you enter the market with your startup, the budget is often an issue. So hiring the ‘ideal’ employee isn’t always possible.
More information: https://theundercoverrecruiter.com/active-candidates-for-startups/
To put it simply, an exit interview is an interview which is conducted with an employee who is leaving the company. It’s rather similar to when you’re employing someone for a role, but instead of asking questions about why they want the job and why they want to work for you, you’re asking them for their reasons why they have left the job.
More information: https://theundercoverrecruiter.com/conducting-exit-interviews/
Artificial Intelligence is taking the recruitment world by storm – and for good reason!
In our space, building relationships is key. When you’re able to establish true relationships with applicants, they get excited about your company’s values and goals, your hires become intrinsically invested in the company, encouraging them to stick around longer – allowing your organization to get more done.
More information: https://harver.com/blog/benefits-ai-in-recruiting/
At a time when it can seem as difficult as ever for so many firms to source suitable candidates, your organisation may understandably be reviewing whether it is adopting the right talent-search approaches in 2018.
Consider the long-time rivalry between job boards and digital marketing, for example.
More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/which-is-best-for-attracting-talent-job-boards-or-digital-marketing