Diversity

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 behind, and it’s a total mess.” Of course, her description made me initially…

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 face a perennial shortage of applicants. In fact, I estimate that the average…

Is Your Diversity Recruitment Struggling? Maybe You’re Making These Mistakes

Lack of workforce diversity has placed a magnifying glass on the hiring practices of organizations in all industries. It’s about being more thoughtful in granting everyone equal access to employment opportunities and also opening your doors to a wider range of talent that may just the very thing you need to succeed in…

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 sales. However, corporate executives need to realize that if you want to maximize…

Making Diversity Candidates Feel Part of the Team

Hiring diverse candidates is good for a business. “Racially diverse teams outperform non-diverse ones by 35%,” says Amy Martin, founder of SheInTheCle.com and founder and principal in the marketing firm, Hyperthink. But attracting diversity candidates is only part of the equation. The other part is retaining diversity hires. Speaking to a DisruptHR Cleveland…

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. I live in the Silicon Valley, where in an effort to increase diversity…

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 future. But unfortunately, when you only track these micro-trends, you might end up…

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 support equal pay for equal work — specifically targeting the pay gap between…

Loyalty, Duty, Respect, Honor, Integrity, Personal Courage

The 1st Infantry Division of the US Army has a saying: “No mission too difficult. No sacrifice too great. Duty First!” Over 30,000+ veterans are placed in corporate America each year and there are over 7,500 companies that do the hiring per year of those military individuals. What is even more impressive is that…

Focus On Results Not Hours In the Seat

The S&P 1500 has more CEOs named John than women CEOs. That telling statistic framed the DisruptHR talk by Tami Forman on how employers can go about “Making Space for Moms.” Despite the title, it would be a mistake to think Forman, executive director at Path Forward, was only about working mothers and…

Measuring the Value of Both Types of Diversity

In 1979, a Korn Ferry International survey of Fortune 1000 firms found that females and African-Americans comprised less than 0.5% and 0.2% respectively of the list’s 1,708 senior executives. In the subsequent 37 years, progress has been forthcoming, but slow. Although not a direct comparison to the Korn Ferry survey, Heidrick & Struggles reported in 2015 that women constituted…