So great to see leaders like @Peter Berg taking accountability for their talent acquisition practices and setting an example for others in feedback and transparency in hiring.
#interviews #candidateexperience #informedecisions
So great to see leaders like @Peter Berg taking accountability for their talent acquisition practices and setting an example for others in feedback and transparency in hiring.
#interviews #candidateexperience #informedecisions
#informedecisions #interviews #interviewhororrstory
#interviews #skillsbasedhiring #informedecisions
#bias #informedecisions
Thanks to all who participated in our survey:
"Do the leaders in your company receive any feedback about their decision-making practices and results (hiring, promoting, training)?"
We ran this survey in multiple channels and a staggering 90% answered "No".
This means that for the most important decisions an organization makes about its most important resource, there is no feedback loop.
Now, imagine a basketball player shooting a hoop and then being blindfolded, never knowing if they made the dunk. How in the world can they improve?
Leaders must be held accountable for their decision-making practices and results, and they need clear, actionable, and data-driven feedback to learn and improve.
Stay tuned for upcoming posts to learn how to implement this effectively in hiring. Feel free to reach out to me to learn more.
#InformedDecisions #ActionableFeedback #Hiring
๐ Exciting News! ๐
Just published onย HR.com: Our latest article dives into the world of Interview Intelligence. ๐โจย
Discover how Interview Intelligence stands apart from traditional ATS systems and why it's set to revolutionize the future of hiring.
Check out the full article: https://web.hr.com/80re
#interviewintelligence #futureofhiringย #informedecisions
๐ง Test Your Perception ๐ง
Score the following statements on a scale of 1-5 based on how profound you think they are (1 - not at all, 5 - very profound):
A. Today, science tells us that the essence of nature is grace.
B. Life is the driver of potential. We live, we dream, we are reborn.
.
.
Surprise! These statements were actually generated by an AI โNew Age Bullshit Generator.โ
The tendency to see such statements as profound is known as โBullshit Receptivity.โ
In their book โNoise,โ late Daniel Kahneman and colleagues reveal that some people are more susceptible to being impressed by seemingly profound statements that are actually shallow or meaningless.
If you fell for this, donโt worryโit might just mean youโre in a good mood! Research shows that people in a good mood are more receptive to bullshit and less likely to spot fraud or misleading information.
The key takeaway? Donโt come grumpy to an interview, but be aware that some candidates excel at storytelling and speaking in slogans.
As interviewers, our job is to break down high-level statements like โmy mission is to inspire and deliverโ into concrete, real-life examples.
How do you spot and handle bullshit in interviews? Share your strategies in the comments
#bias #interviews #informedecisions
After earning my license as an organizational psychologist, I eagerly accepted my first job as a Manager of Impact Evaluation for an NGO helping disadvantaged teens earn their GED.
Fueled by a deep connection to the organization's mission, I traveled across the country to administer surveys in less-than-friendly areas.
As my workload grew, I requested to hire a research assistant. After a meticulous selection process, I found the ideal candidate and presented her to the CEO.
But just five minutes into their conversation, he pulled me aside and declared that I couldnโt hire her because she was not "one of ours."
It took me a moment to comprehend what he meant. When I looked around, I noticed that all the employees were of Middle-Eastern descent, while the candidate was an Ashkenazi JewโJews of Central and Eastern European descent.
This revelation hit me like a ton of bricksโuntil that moment, I had never experienced hiring discrimination firsthand.
I suddenly recalled the CEO's subtle racist jokes about Ashkenazi Jews during team meetings, which I had previously dismissed as quirks.
And the irony, oh the bitter irony, of an NGO CEO, committed to aiding disadvantaged populations, perpetuating the same biases he claimed to fight, just in reverse.
I was too inexperienced and too stunned to challenge him.
The candidate wasn't hired, and I couldn't continue working in such an environment. I resigned, but the experience haunted me.
In retrospect, this pivotal moment shaped my future career choices. It ignited a passion for promoting fairness and eliminating bias in hiring processes.
This experience also serves as a cautionary tale against fighting bias with reversed biasโone of the key reasons why DEI initiatives face backlash today.
P.S. What discrimination stories have you experienced as TA or candidates?
Repost this to raise awareness about hiring discrimination.
โป๏ธ Thank you!
#bias #hiring #informedecisions
Yes, you heard it rightโa talent assessment expert and a DEI advocate telling you to hire people similar to you.
Everyone is saying you should hire people different from you to encourage diversity of thought, foster innovation, and broaden perspectives. These are vital, no doubt...
But when it comes to the most crucial aspect of hiring, similarity is paramount.
What is that most important thing? VALUES.
Hiring people who are in misalignment with your companyโs values screams out catastrophe!
Imagine a company that thrives on a fast-paced, high-energy work environment hiring someone who values a slow, methodical approach.
This misalignment can lead to relentless friction, missed deadlines, and a breakdown in team dynamics. The result? Stalled projects, frustrated employees, and ultimately, a dramatic plunge in overall productivity and morale.
๐๐ฒ๐ฟ๐ฒ ๐ฎ๐ฟ๐ฒ ๐๐ต๐ฟ๐ฒ๐ฒ ๐๐ฟ๐ฎ๐ป๐๐ณ๐ผ๐ฟ๐บ๐ฎ๐๐ถ๐๐ฒ ๐ฏ๐ฒ๐ป๐ฒ๐ณ๐ถ๐๐ ๐ผ๐ณ ๐ต๐ถ๐ฟ๐ถ๐ป๐ด ๐ฏ๐ฎ๐๐ฒ๐ฑ ๐ผ๐ป ๐๐ฎ๐น๐๐ฒ๐ ๐ฎ๐น๐ถ๐ด๐ป๐บ๐ฒ๐ป๐:
1. Cohesive Company Culture: Employees who share the same core values create a more unified and positive workplace.
2. Increased Employee Retention: When values align, employees feel a strong connection with the company, reducing turnover rates.
3. Enhanced Performance: Teams that share common values work more harmoniously, driving better results.
So, while it's crucial to hire people different from you in terms of gender, background, ethnicity, education, experience, and ways of thought, always ensure that they share the same core values as your company.
Hire for values alignment first, and diversity in every other aspect.
๐ฃ.๐ฆ. ๐๐ณ ๐๐ต๐ถ๐ ๐ฟ๐ฒ๐๐ผ๐ป๐ฎ๐๐ฒ๐ ๐๐ถ๐๐ต ๐๐ผ๐๐ฟ ๐๐ฎ๐น๐๐ฒ๐โ๐ฅ๐ฒ๐ฝ๐ผ๐๐ ๐๐ต๐ถ๐ โป๏ธ ๐ณ๐ผ๐ฟ ๐๐ผ๐๐ฟ ๐ป๐ฒ๐๐๐ผ๐ฟ๐ธ. ๐ง๐ต๐ฎ๐ป๐ธ ๐๐ผ๐๐
#valuesdrivenhiring #informedecisions
Measuring diversity isn't just about numbers...
It's about spotting the bias cracks in your hiring pipeline.
Thoughtful measurement matters!
Watch the full talk and other amazing DEI thought leaders by joiningย Diversiology.IOcommunity.
See the link to join: https://diversiology.io/
#dei #accontability #informedecisions