To find out how to interpret bias in recruitment, we also have a great eBook on inclusive hiring.
If you look at the hard data, though, there is still so little real progress despite so many initiatives and positive intent.
The recent Bersin report shows that, surprisingly, diversity in the U.S work context is going backwards.
That’s because it has to involve some discomfort that cannot be avoided.
A recent post about the impact of non-inclusive hiring on a 21-year-old job-seeker attracted 35k views and countless efforts to help him find a job.
It was great to see, but what about the other few million candidates out there who haven’t had the benefit of a social media post to get a job?
Unless we solve the root of the problem, the post achieved little.
Inclusiveness is often a journey, but the most immediate thing we can all control is removing bias from hiring and promotion.
This is literally something that you can start doing tomorrow. Addressing systemic bias is more complex but removing unconscious bias is something we can solve for now.
Get me out of here!
From a candidate’s perspective, applying for a job is demoralising and exclusive. It often involves playing a game, glamping up for a video interview, mind-numbing multi-choice questions, only to be ghosted 99% of the time.
We have been speaking about candidate-first for a decade, now is the time to do it.
This is what a 21st-century candidate first experience looks like – TRY IT HERE > https://applying.at/PredictiveHireExperience
And here you can see what candidates think of this experience – candidate reviews
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