We all fall victim to unconscious bias, so how do we keep it out of our hiring practices and improve organizational diversity? This post examines 5 strategies for handling unconscious bias during recruitment and hiring.
How to Remove Bias From Your Hiring ProcessAmanda Herbert
At most organizations, hiring quality candidates isn’t just limited to the recruiting team. Qualifying all parties involved in the hiring process is critical, as studies have shown that interviewer conduct is amongst the top-mentioned factors in candidate feedback surveys.
HR professionals are tasked with ensuring that interviewers are qualified in order to provide a professional hiring experience to avoid common biases that appear in the hiring process. This presentation will:
- Share proprietary wage gap data and personal experiences with pay inequality from Hired's "2018 State of Wage Inequality in the Workplace" report.
- Discuss tactics to streamline recruiting practices, avoid unconscious bias and eliminate the wage gap.
- Prepare your team with the knowledge and resources necessary to identify and hire top talent while remaining compliant.
Attraction, recruitment and selection. How can we take unconscious bias out o...Binna Kandola
Gaining access to an organisation can be a challenge to visible minorities. That’s why, whether it be facilitating access to influential networks, curbing discrimination in the shortlisting process or improving interview practice, we must ensure recruitment and selection processes are fair. Learn more about how you can make this happen.
A top reason employees quit their jobs is a negative relationship with their direct manager. Effective managers drive the growth and success of a company. But how do you develop your managers into effective coaches?
During this webcast, Britt Andreatta covers top strategies for teaching your managers how to successfully coach and develop their people to reach their potential.
UK Recruiting Trends
The talent acquisition industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this report, you will learn the latest trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
You’ll learn the top 5 trends:
• Quality Hires: Fastest growing sources of quality hires
• Talent Brand: Competitive advantages (and threats!)
• Data: Metrics you can use tomorrow to measure recruiting success
• Talent Retention: Stop your top talent from walking out the door
• Mobile Recruiting: Navigate the frontier
Subscribe to our Blog: talent.linkedin.com/blog/
Follow us on SlideShare: slideshare.net/linkedin-talent-solutions
Follow us on Twitter: @hireonlinkedin
Discover additional insights: talent.linkedin.com
Follow LinkedIn: linkedin.com/company/linkedin
What is Psychological Safety in the Workplace?Case IQ
Catherine Mattice discusses how workplace concepts such as incivility, harassment, and inequity are intertwined, and how organizations can address them more proactively to create psychological safety for all workers.
This is a summary of the book "Who: The A Method for Hiring" by Geoff Smart and Randy Street. It is summarized and then applied to the educational setting. Ideally this should be helpful to school administrators.
How to Remove Bias From Your Hiring ProcessAmanda Herbert
At most organizations, hiring quality candidates isn’t just limited to the recruiting team. Qualifying all parties involved in the hiring process is critical, as studies have shown that interviewer conduct is amongst the top-mentioned factors in candidate feedback surveys.
HR professionals are tasked with ensuring that interviewers are qualified in order to provide a professional hiring experience to avoid common biases that appear in the hiring process. This presentation will:
- Share proprietary wage gap data and personal experiences with pay inequality from Hired's "2018 State of Wage Inequality in the Workplace" report.
- Discuss tactics to streamline recruiting practices, avoid unconscious bias and eliminate the wage gap.
- Prepare your team with the knowledge and resources necessary to identify and hire top talent while remaining compliant.
Attraction, recruitment and selection. How can we take unconscious bias out o...Binna Kandola
Gaining access to an organisation can be a challenge to visible minorities. That’s why, whether it be facilitating access to influential networks, curbing discrimination in the shortlisting process or improving interview practice, we must ensure recruitment and selection processes are fair. Learn more about how you can make this happen.
A top reason employees quit their jobs is a negative relationship with their direct manager. Effective managers drive the growth and success of a company. But how do you develop your managers into effective coaches?
During this webcast, Britt Andreatta covers top strategies for teaching your managers how to successfully coach and develop their people to reach their potential.
UK Recruiting Trends
The talent acquisition industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this report, you will learn the latest trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
You’ll learn the top 5 trends:
• Quality Hires: Fastest growing sources of quality hires
• Talent Brand: Competitive advantages (and threats!)
• Data: Metrics you can use tomorrow to measure recruiting success
• Talent Retention: Stop your top talent from walking out the door
• Mobile Recruiting: Navigate the frontier
Subscribe to our Blog: talent.linkedin.com/blog/
Follow us on SlideShare: slideshare.net/linkedin-talent-solutions
Follow us on Twitter: @hireonlinkedin
Discover additional insights: talent.linkedin.com
Follow LinkedIn: linkedin.com/company/linkedin
What is Psychological Safety in the Workplace?Case IQ
Catherine Mattice discusses how workplace concepts such as incivility, harassment, and inequity are intertwined, and how organizations can address them more proactively to create psychological safety for all workers.
This is a summary of the book "Who: The A Method for Hiring" by Geoff Smart and Randy Street. It is summarized and then applied to the educational setting. Ideally this should be helpful to school administrators.
Hiring managers don’t want to advertise jobs and job seekers don’t want to search through job postings.
Both want a magic wand that directly connects the right people with the right jobs by predicting job success. This is called Predictive Job Matching.
How can we sort out the mysteries of talent? Anyone trying to build a great organization faces the same basic challenge, whether we work for a big company, a startup, a Hollywood studio, a hospital, or the U.S. military. We all wonder how to tell really outstanding prospects from ones who look great on paper but then fail on the job. Or, equally important, how to spot the ones who don’t look so good on paper but might still deliver extraordinary performance.
Inspiring women professionals to leverage professional experiences to cultivate, mentor and develop talent; influencing the pipeline to attract, retain and develop future STEM contributors. Honoring the STEM Sister Code by helping women create a culture of coaching, confidence, and collaboration in the workplace.
Recruiters As Ringmasters In The Greatest Show On EarthJennifer McClure
In the employment circus, Recruiters function much like Ringmasters – stage-managing the performance, introducing the various acts and guiding both prospective candidates and hiring managers through what is meant to be an extraordinary and engaging experience.
But much like the challenges for the modern-day Circus, the world of work has changed. It’s no longer sufficient to come to town, set up a Big Top and post flyers in order to fill the seats. Today’s organizations must use new technologies and new methods of creating buzz to attract, recruit and retain a diverse audience in a world full of distractions and increased competition.
As the employment circus has evolved, the role of the Recruiter has also changed. In order to successfully coordinate the amazing and often unpredictable acts within the process, we must now be great storytellers, create audience connection, focus on systems thinking and embrace disruption. Those who master these skills are ready for the role of Ringmaster in the Greatest Show on Earth!
pdxMindShare's January Workshop Presentation with Jane Boutwellpdx MindShare
Jane Boutwell presented at the Janaury 2015 pdxMindShare and addressed the question "Why You" and how you can effectively respond to it. She covered ways in which you should approach your job search and how you can effectively sell your soft skills.
Sonny Iqbal of Egon Zehnder sent me this wonderful book by Claudio Fernandez Araoz. This is about leadership, it is about hiring great people, it is about figuring out what to look for in great candidates.
The book offers some simple but effective tips on how this can be done.
Impress Me or You're Dead — 5 Ways Recruiting Is Morphing Into MarketingHuman Capital Media
It’s an ugly truth — in the traditional applicant tracking system-friendly world, recruiters hold the power. Emboldened by technology that allows them to view resumes faster than a grocery store clerk scans a can of vegetables, recruiters typically spend five seconds or less evaluating each resume for a “fit” to the job in question. Could it get less personal?
But wait. Payback, as they say around the neighborhood, is, well, it’s full of retribution. Great candidates are increasingly making quick judgments about recruiters and the companies for which they work, often before a recruiter can pitch the job in question. What’s going on?
Join us for this webcast hosted by Kris Dunn of the award-winning recruiting blog “Fistful of Talent,” and we’ll give you the 411 on:
How social media and third-party sites like Glassdoor are creating transparency related to which companies are “employers of choice” for great talent.
How the best recruiters are starting to think like marketers, proactively nurturing passive candidates and truly building an employment brand.
Why that employment brand matters in today’s world and what branding elements are present in employers that are viewed as authentic by star candidates.
The top five marketing techniques recruiters must know to find and hire top talent.
How the right technology helps you survive the new rules for how great candidates judge and treat recruiters.
Impress them or you’re dead. Recruiters used to have the power, and maybe they still do with average talent. But if you want to land the best talent as a recruiter, you’re also being judged and evaluated by candidates. Join us for this Workforce webcast, and we’ll show you what your company can do to be successful and what you have to do to deliver great talent.
St Jude Catholic Church Allen, Texas lecture -
Websites for Dirk
https://dirkspencer.com - Dirk’s recruiter experience
https://resumepsychology.com – The book preview
https://thecandymakerresume.com – The book preview
https://theoneinterviewquestion.com – The book preview
https://dirksinterviewpsychology.com – The book preview
https://resumekeywordsdecoded.com – The book preview
http://www.slideshare.net/DirkSpencer - Online presentations by Dirk
http://resumekeywordsdecoded.teachable.com - Dirk’s online resume keywords class (free)
Today’s leaders are poorly served by conventional management theories and practices. Instead of helping executives manage the growing complexity of business, the supposed solutions only seem to make things worse. A new book from BCG outlines a better approach to managing complexity. The approach is called smart simplicity, and it hinges on six simple rules.
Workforce diversity, historically, is associated with social and economic advancement movements for people of color that originated in America and has become a global initiative over the past 50 years. The critics of workforce diversity often cite Affirmative Action rhetoric and its associated workforce discrepancies against the majority culture.
However, more progressive and strategic thoughts about workforce diversity have evolved over the past 10 years to reflect on the organization value of diversity in the workplace and its ability to increase innovation, competitive advantage and speed to market for its early adopters.
This seminar will offer a qualitative assessment of workforce diversity and examine its business value to organizations that decide on a committed diversity initiative and execution plan.
What will seminar participants learn from this seminar? Seminar participants will:
a. explore qualitative relevant factors that provide insight into the value of workforce diversity to organizational business objectives.
b. learn how qualitative assessments provide insights into the interpretation of quantitative diversity metrics.
c. acquire understanding of the tactical and strategic value that quantitative and qualitative assessments provide organization that require business value indicators for the diversity programs and initiatives.
Career Management and Job Search Troubleshooting 101/201 (part 1 of 2 part se...Greg David
Career management and job search TROUBLESHOOTING 101/201---The resume, online professional profiles, and driving job search activity.
Learn the painful mistakes nearly all job seekers make that they are unaware of which significantly lengthens their job search timeline. Learn the ‘best practices’ of proper resume and online professional profile design and construction, applying online, and connecting to people who can help you land. This event will dramatically improve your job search results, help you learn all the seemingly little things that prevent you from being hired quickly, and will allow you to radically shorten the length of your overall job search. Part 1 in a 2 part series.
grades.sav.savINTEGRATIVE FRAMEWORK FOR UNDERSTANDING AN.docxwhittemorelucilla
grades.sav.sav
INTEGRATIVE FRAMEWORK FOR UNDERSTANDING AND APPLYING OB Demographics are a key input that affects important OB processes, most particularly perceptions, which in turn affect the individual-level outcome of well-being/flourishing and the organizational outcomes of being an employer of choice and corporate reputation. Page 111 winning at work PERCEPTION PLAYS A KEY ROLE IN GETTING A JOB A recent survey of 400 humanresource professionals uncovered results that are important to college graduates looking for a job. The overwhelming conclusion? That “entry-level workers are an entitled, unprofessional bunch.” About 45 percent of the HR professionals believed that the work ethic of new college graduates had slipped in the past five years.1 Let’s consider how you can avoid being perceived so negatively. IMPRESSIONS FROM SOCIAL MEDIA The Internet is a gold mine of information for recruiters, and some of it creates a bad impression. Photos of drunken behavior, or rants with foul language or that “bash” your employer, won’t improve a recruiter’s perception. You need to be careful about your online presence because approximately 20 percent of all organizations browse sites like LinkedIn, Facebook, MySpace, and Twitter to help screen employees. Consider the experience of Pete Maulik, chief strategy officer at Fahrenheit 212. Maulik was ready to make an offer to an applicant, but first decided to check out the man’s LinkedIn profile—and decided that the applicant was not a team player. “He took credit for everything short of splitting the atom,” Mr. Maulik said. “Everything was ‘I did this.’ He seemed like a lone wolf. He did everything himself.” Maulik recalls another good applicant who used his Twitter account “to disparage just about every new innovation in the marketplace.” Maulik concluded that the applicant “was much more comfortable as the critic than the collaborative creator.”2 This candidate was not hired either. IMPRESSIONS FROM YOUR RÉSUMÉ Typos, gaps in employment, and too much work history can leave negative impressions. Career coach Cheryl Palmer notes that using your employer’s e-mail sends the message to potential employers “that the job seekers will not hesitate to use their equipment for personal use.”3 RECOMMENDED TIPS The following suggestions can help you manage the impression you are sending when applying for a job. Do’s •Adjust your Facebook privacy settings so potential employers can’t see your party photos. •Use Twitter and LinkedIn to play up your professional interests (like posting relevant news articles). •Cross-check your résumé and LinkedIn profile to make sure there aren’t discrepancies. Don’ts •Don’t badmouth a current or former employer, colleague, or company. •Avoid using foul language and making negative remarks. •Don’t post anything that might be perceived as racist, biased, or illegal.4 Note: We cover impression management in more depth in Chapter 12. FOR YOUWHAT’S AHEAD IN THIS CHAPTER We want to help ...
Hiring managers don’t want to advertise jobs and job seekers don’t want to search through job postings.
Both want a magic wand that directly connects the right people with the right jobs by predicting job success. This is called Predictive Job Matching.
How can we sort out the mysteries of talent? Anyone trying to build a great organization faces the same basic challenge, whether we work for a big company, a startup, a Hollywood studio, a hospital, or the U.S. military. We all wonder how to tell really outstanding prospects from ones who look great on paper but then fail on the job. Or, equally important, how to spot the ones who don’t look so good on paper but might still deliver extraordinary performance.
Inspiring women professionals to leverage professional experiences to cultivate, mentor and develop talent; influencing the pipeline to attract, retain and develop future STEM contributors. Honoring the STEM Sister Code by helping women create a culture of coaching, confidence, and collaboration in the workplace.
Recruiters As Ringmasters In The Greatest Show On EarthJennifer McClure
In the employment circus, Recruiters function much like Ringmasters – stage-managing the performance, introducing the various acts and guiding both prospective candidates and hiring managers through what is meant to be an extraordinary and engaging experience.
But much like the challenges for the modern-day Circus, the world of work has changed. It’s no longer sufficient to come to town, set up a Big Top and post flyers in order to fill the seats. Today’s organizations must use new technologies and new methods of creating buzz to attract, recruit and retain a diverse audience in a world full of distractions and increased competition.
As the employment circus has evolved, the role of the Recruiter has also changed. In order to successfully coordinate the amazing and often unpredictable acts within the process, we must now be great storytellers, create audience connection, focus on systems thinking and embrace disruption. Those who master these skills are ready for the role of Ringmaster in the Greatest Show on Earth!
pdxMindShare's January Workshop Presentation with Jane Boutwellpdx MindShare
Jane Boutwell presented at the Janaury 2015 pdxMindShare and addressed the question "Why You" and how you can effectively respond to it. She covered ways in which you should approach your job search and how you can effectively sell your soft skills.
Sonny Iqbal of Egon Zehnder sent me this wonderful book by Claudio Fernandez Araoz. This is about leadership, it is about hiring great people, it is about figuring out what to look for in great candidates.
The book offers some simple but effective tips on how this can be done.
Impress Me or You're Dead — 5 Ways Recruiting Is Morphing Into MarketingHuman Capital Media
It’s an ugly truth — in the traditional applicant tracking system-friendly world, recruiters hold the power. Emboldened by technology that allows them to view resumes faster than a grocery store clerk scans a can of vegetables, recruiters typically spend five seconds or less evaluating each resume for a “fit” to the job in question. Could it get less personal?
But wait. Payback, as they say around the neighborhood, is, well, it’s full of retribution. Great candidates are increasingly making quick judgments about recruiters and the companies for which they work, often before a recruiter can pitch the job in question. What’s going on?
Join us for this webcast hosted by Kris Dunn of the award-winning recruiting blog “Fistful of Talent,” and we’ll give you the 411 on:
How social media and third-party sites like Glassdoor are creating transparency related to which companies are “employers of choice” for great talent.
How the best recruiters are starting to think like marketers, proactively nurturing passive candidates and truly building an employment brand.
Why that employment brand matters in today’s world and what branding elements are present in employers that are viewed as authentic by star candidates.
The top five marketing techniques recruiters must know to find and hire top talent.
How the right technology helps you survive the new rules for how great candidates judge and treat recruiters.
Impress them or you’re dead. Recruiters used to have the power, and maybe they still do with average talent. But if you want to land the best talent as a recruiter, you’re also being judged and evaluated by candidates. Join us for this Workforce webcast, and we’ll show you what your company can do to be successful and what you have to do to deliver great talent.
St Jude Catholic Church Allen, Texas lecture -
Websites for Dirk
https://dirkspencer.com - Dirk’s recruiter experience
https://resumepsychology.com – The book preview
https://thecandymakerresume.com – The book preview
https://theoneinterviewquestion.com – The book preview
https://dirksinterviewpsychology.com – The book preview
https://resumekeywordsdecoded.com – The book preview
http://www.slideshare.net/DirkSpencer - Online presentations by Dirk
http://resumekeywordsdecoded.teachable.com - Dirk’s online resume keywords class (free)
Today’s leaders are poorly served by conventional management theories and practices. Instead of helping executives manage the growing complexity of business, the supposed solutions only seem to make things worse. A new book from BCG outlines a better approach to managing complexity. The approach is called smart simplicity, and it hinges on six simple rules.
Workforce diversity, historically, is associated with social and economic advancement movements for people of color that originated in America and has become a global initiative over the past 50 years. The critics of workforce diversity often cite Affirmative Action rhetoric and its associated workforce discrepancies against the majority culture.
However, more progressive and strategic thoughts about workforce diversity have evolved over the past 10 years to reflect on the organization value of diversity in the workplace and its ability to increase innovation, competitive advantage and speed to market for its early adopters.
This seminar will offer a qualitative assessment of workforce diversity and examine its business value to organizations that decide on a committed diversity initiative and execution plan.
What will seminar participants learn from this seminar? Seminar participants will:
a. explore qualitative relevant factors that provide insight into the value of workforce diversity to organizational business objectives.
b. learn how qualitative assessments provide insights into the interpretation of quantitative diversity metrics.
c. acquire understanding of the tactical and strategic value that quantitative and qualitative assessments provide organization that require business value indicators for the diversity programs and initiatives.
Career Management and Job Search Troubleshooting 101/201 (part 1 of 2 part se...Greg David
Career management and job search TROUBLESHOOTING 101/201---The resume, online professional profiles, and driving job search activity.
Learn the painful mistakes nearly all job seekers make that they are unaware of which significantly lengthens their job search timeline. Learn the ‘best practices’ of proper resume and online professional profile design and construction, applying online, and connecting to people who can help you land. This event will dramatically improve your job search results, help you learn all the seemingly little things that prevent you from being hired quickly, and will allow you to radically shorten the length of your overall job search. Part 1 in a 2 part series.
grades.sav.savINTEGRATIVE FRAMEWORK FOR UNDERSTANDING AN.docxwhittemorelucilla
grades.sav.sav
INTEGRATIVE FRAMEWORK FOR UNDERSTANDING AND APPLYING OB Demographics are a key input that affects important OB processes, most particularly perceptions, which in turn affect the individual-level outcome of well-being/flourishing and the organizational outcomes of being an employer of choice and corporate reputation. Page 111 winning at work PERCEPTION PLAYS A KEY ROLE IN GETTING A JOB A recent survey of 400 humanresource professionals uncovered results that are important to college graduates looking for a job. The overwhelming conclusion? That “entry-level workers are an entitled, unprofessional bunch.” About 45 percent of the HR professionals believed that the work ethic of new college graduates had slipped in the past five years.1 Let’s consider how you can avoid being perceived so negatively. IMPRESSIONS FROM SOCIAL MEDIA The Internet is a gold mine of information for recruiters, and some of it creates a bad impression. Photos of drunken behavior, or rants with foul language or that “bash” your employer, won’t improve a recruiter’s perception. You need to be careful about your online presence because approximately 20 percent of all organizations browse sites like LinkedIn, Facebook, MySpace, and Twitter to help screen employees. Consider the experience of Pete Maulik, chief strategy officer at Fahrenheit 212. Maulik was ready to make an offer to an applicant, but first decided to check out the man’s LinkedIn profile—and decided that the applicant was not a team player. “He took credit for everything short of splitting the atom,” Mr. Maulik said. “Everything was ‘I did this.’ He seemed like a lone wolf. He did everything himself.” Maulik recalls another good applicant who used his Twitter account “to disparage just about every new innovation in the marketplace.” Maulik concluded that the applicant “was much more comfortable as the critic than the collaborative creator.”2 This candidate was not hired either. IMPRESSIONS FROM YOUR RÉSUMÉ Typos, gaps in employment, and too much work history can leave negative impressions. Career coach Cheryl Palmer notes that using your employer’s e-mail sends the message to potential employers “that the job seekers will not hesitate to use their equipment for personal use.”3 RECOMMENDED TIPS The following suggestions can help you manage the impression you are sending when applying for a job. Do’s •Adjust your Facebook privacy settings so potential employers can’t see your party photos. •Use Twitter and LinkedIn to play up your professional interests (like posting relevant news articles). •Cross-check your résumé and LinkedIn profile to make sure there aren’t discrepancies. Don’ts •Don’t badmouth a current or former employer, colleague, or company. •Avoid using foul language and making negative remarks. •Don’t post anything that might be perceived as racist, biased, or illegal.4 Note: We cover impression management in more depth in Chapter 12. FOR YOUWHAT’S AHEAD IN THIS CHAPTER We want to help ...
INTEGRATIVE FRAMEWORK FOR UNDERSTANDING AND APPLYING OB Demographi.docxnormanibarber20063
INTEGRATIVE FRAMEWORK FOR UNDERSTANDING AND APPLYING OB Demographics are a key input that affects important OB processes, most particularly perceptions, which in turn affect the individual-level outcome of well-being/flourishing and the organizational outcomes of being an employer of choice and corporate reputation. Page 111 winning at work PERCEPTION PLAYS A KEY ROLE IN GETTING A JOB A recent survey of 400 humanresource professionals uncovered results that are important to college graduates looking for a job. The overwhelming conclusion? That “entry-level workers are an entitled, unprofessional bunch.” About 45 percent of the HR professionals believed that the work ethic of new college graduates had slipped in the past five years.1 Let’s consider how you can avoid being perceived so negatively. IMPRESSIONS FROM SOCIAL MEDIA The Internet is a gold mine of information for recruiters, and some of it creates a bad impression. Photos of drunken behavior, or rants with foul language or that “bash” your employer, won’t improve a recruiter’s perception. You need to be careful about your online presence because approximately 20 percent of all organizations browse sites like LinkedIn, Facebook, MySpace, and Twitter to help screen employees. Consider the experience of Pete Maulik, chief strategy officer at Fahrenheit 212. Maulik was ready to make an offer to an applicant, but first decided to check out the man’s LinkedIn profile—and decided that the applicant was not a team player. “He took credit for everything short of splitting the atom,” Mr. Maulik said. “Everything was ‘I did this.’ He seemed like a lone wolf. He did everything himself.” Maulik recalls another good applicant who used his Twitter account “to disparage just about every new innovation in the marketplace.” Maulik concluded that the applicant “was much more comfortable as the critic than the collaborative creator.”2 This candidate was not hired either. IMPRESSIONS FROM YOUR RÉSUMÉ Typos, gaps in employment, and too much work history can leave negative impressions. Career coach Cheryl Palmer notes that using your employer’s e-mail sends the message to potential employers “that the job seekers will not hesitate to use their equipment for personal use.”3 RECOMMENDED TIPS The following suggestions can help you manage the impression you are sending when applying for a job. Do’s •Adjust your Facebook privacy settings so potential employers can’t see your party photos. •Use Twitter and LinkedIn to play up your professional interests (like posting relevant news articles). •Cross-check your résumé and LinkedIn profile to make sure there aren’t discrepancies. Don’ts •Don’t badmouth a current or former employer, colleague, or company. •Avoid using foul language and making negative remarks. •Don’t post anything that might be perceived as racist, biased, or illegal.4 Note: We cover impression management in more depth in Chapter 12. FOR YOUWHAT’S AHEAD IN THIS CHAPTER We want to help you enhance you.
MAKING OB WORK FOR MEWhat Is OB and Why Is It ImportantTH.docxcroysierkathey
MAKING OB WORK FOR ME
What Is OB and Why Is It Important?
THE VALUE OF OB TO MY JOB AND CAREER
The termorganizational behavior (OB)describes an interdisciplinary field dedicated to understanding and managing people at work. To achieve this goal, OB draws on research and practice from many disciplines, including:
· Anthropology
· Economics
· Ethics
· Management
· Organizational theory
· Political science
· Psychology
· Sociology
· Statistics
· Vocational counseling
How OB Fits into My Curriculum and Influences My SuccessA Contingency Perspective—The Contemporary Foundation of OB
Acontingency approachcalls for using the OB concepts and tools that best suit the situation, instead of trying to rely on “one best way.” This means there is no single best way to manage people, teams, or organizations. A particular management practice that worked today may not work tomorrow. What worked with one employee may not work with another. The best or most effective course of action instead depends on the situation.
Thus, to be effective you need to do what is appropriate given the situation, rather than adhering to hard-and-fast rules or defaulting to personal preferences or organizational norms. Organizational behavior specialists, and many effective managers, embrace the contingency approach because it helps them consider the many factors that influence the behavior and performance of individuals, groups, and organizations. Taking a broader, contingent perspective like this is a fundamental key to your success in the short and the long term.How Self-Awareness Can Help You Build a Fulfilling Career
The Stanford Graduate School of Business asked the members of its Advisory Council which skills are most important for their MBA students to learn. The most frequent answer was self-awareness.6 The implication is that to have a successful career you need to know who you are, what you want, and how others perceive you. Larry Bossidy (former CEO of Honeywell) and Ram Charan (world-renowned management expert) said it best in their book Execution: “When you know yourself, you are comfortable with your strengths and not crippled by your shortcomings. … Self-awareness gives you the capacity to learnPage 6 from your mistakes as well as your successes. It enables you to keep growing.”9 They also argue that you need to know yourself in order to be authentic—real and not fake, the same on the outside as the inside. Authenticity is essential to influencing others, which we discuss in detail in Chapter 12. People don’t trust fakes, and it is difficult to influence or manage others if they don’t trust you.
As professors, consultants, and authors, we couldn’t agree more! To help you increase your self-awareness we include multiple Self-Assessments in every chapter. These are an excellent way to learn about yourself and see how OB can be applied at school, at work, and in your personal life. Go to Connect, complete the assessments, and then answer the questions included in ...
Word of Mouth RecruitingExternal RecruitmentInternal Recruit.docxhelzerpatrina
Word of Mouth Recruiting
External Recruitment
Internal Recruitment
Job Fair
Diverse Workforce
Classified Ads /Newspaper Ads
Social Media
Job Sites
Linked in and Indeed or Monster
Pros
And cons
Cons their request of candidate may be the same nationality and gender.
Cons more training and orientation. Not aware of their personality or strengths and weaknesses. Higher salaries
Pros new ideas. May get company to excel
Pros do not have to figure out the candidates’ strengths and weaknesses after working with them for a while. Moral and engagement may rise, less orientation and training. Do not have to worry about higher salaries
Cons posting for candidates can be a waste of time, since they already know who they want. When an inside candidate is rejected, they are upset or discontented.
Pros face to face networking and exchange business cards and share resume
Can provide Candidate Resume Feedback such as suggestions on what else could help enhance it.
Con if it’s a large job fair the competition can be very big.
It takes time to prep for a job fair and spend lots of time and money for the job fair.
Pros assist woman to have a chance at employment due to some male dominating occupations. Fills any gaps that may have workforce that do not have women. Allow single parents to get a chance at employment to help with their possible one income. Minorities can have a priority in job opportunity if they are qualified for the position.
Pros Creative Freedom, Can fit in your budget due to picking size of ad.Great
for people seeking a job. Great Compliment to online recruitment
Cons
Not many people read newspapers, Response rate is considered low. After going through the process of getting your ad submitted at a certain time there is no way make an urgent correction. Not enough space, if you do not have enough money
Pros Can easily rule of many of the candidates
Can check to see if candidate may not be who they appear to be
Cons Information can be outdated or not accurate
Invasion of privacy
Pros for jobs sites i
Legal / employment laws
Do the method limit qualified applicants from applying
Follow Title VII
Yes, but there are policies that garden promotion from within
Legally the employees have legal rights to access the information about them
HR Analytic: Forecasting Tool
May affect how the
If the Skills Inventory system do not work or is inadequate. then looking for external can be the next step.
Skills Inventory system helps to easily find someone internally with the skill set you are looking for, experience and more.
Reason for using this recruiting method
It is considered normal active advertisement. When people are just in a casual conversation and they are looking a job, word of mouth helps a small portion of recruitment
The reason is due to people needing another route to getting candidates, to avoid any bias within the company. They provide a different view towards company’s success.
It’s considered the best opt ...
MAKING OB WORK FOR ME WhatIsOBandWhyIsItImportan.docxcroysierkathey
MAKING OB WORK FOR ME
WhatIsOBandWhyIsItImportant?
THE VALUE OF OB TO MY JOB AND
CAREER
Theterm organizationalbehavior(OB) describesaninterdisciplinaryfielddedicatedto
understandingandmanagingpeopleatwork. To achieve this goal, OB draws on research and
practice from many disciplines, including:
Anthropology
Economics
Ethics
Management
Organizational theory
Political science
Psychology
Sociology
Statistics
Vocational counseling
HowOBFitsintoMyCurriculumandInfluencesMySuccess
AContingencyPerspective—TheContemporaryFoundationofOB
A contingencyapproach callsforusingtheOBconceptsandtoolsthatbestsuitthesituation,
insteadoftryingtorelyon“onebestway.” This means there is no single best way to manage
people, teams, or organizations. A particular management practice that worked today may not
work tomorrow. What worked with one employee may not work with another. The best or most
effective course of action instead depends on the situation.
Thus, to be effective you need to do what is appropriate given the situation, rather than adhering to
hard-and-fast rules or defaulting to personal preferences or organizational norms. Organizational
behavior specialists, and many effective managers, embrace the contingency approach because it helps
them consider the many factors that influence the behavior and performance of individuals, groups, and
organizations. Taking a broader, contingent perspective like this is a fundamental key to your success in
the short and the long term.
How Self-Awareness Can Help You Build a Fulfilling Career
The Stanford Graduate School of Business asked the members of its Advisory Council which
skills are most important for their MBA students to learn. The most frequent answer was self-
awareness.6 The implication is that to have a successful career you need to know who you are,
what you want, and how others perceive you. Larry Bossidy (former CEO of Honeywell) and
Ram Charan (world-renowned management expert) said it best in their book Execution: “When
you know yourself, you are comfortable with your strengths and not crippled by your
shortcomings. … Self-awareness gives you the capacity to learnPage 6 from your mistakes as well
as your successes. It enables you to keep growing.”9 They also argue that you need to know
yourself in order to be authentic—real and not fake, the same on the outside as the inside.
Authenticity is essential to influencing others, which we discuss in detail in Chapter12. People
don’t trust fakes, and it is difficult to influence or manage others if they don’t trust you.
As professors, consultants, and authors, we couldn’t agree more! To help you increase your self-
awareness we include multiple Self-Assessments in every chapter. These are an excellent way to learn
about yourself and see how OB can be applied at school, at work, and in your personal life. Go to
Connect, complete the assessments, and then answer the questions include ...
360HR Knowledge Guide - The Science of SelectionDi Pass
HR and recruitment techniques have changed radically over the last decade, with technology advances and social changes bringing about new recruitment tactics and best practices.
360HR has summarised our most recent and on-the-job experience into this handy knowledge guide. You'll find practical ways to improve your recruitment outcomes and sidestep common HR pitfalls.
Have You Heard About "Win Win Selection" !Nicole Payne
The importance of viewing the selection and interviewing process as a basic precursor to establishing trust and positive identification with a company's objectives. Using the LIFO Method, it illustrates how shared information between a candidate and company can provide a good first step towards building a mutually rewarding relationship for future OD efforts. Contact us for more info!
find out the best career match for you based on your likes and dislikes. the free test for career path can be found at https://www.wecareweserve.com/mycareerpath
Stereotypes Perceptions about Groups of People TO THE POINTHo.docxdessiechisomjj4
Stereotypes: Perceptions about Groups of People
TO THE POINT
How can managers use knowledge of stereotypes and stereotype formation to more effectively reduce problems associated with sex role, age, racial, and disability stereotypes?
LO.3
While it is often true that beauty is in the eye of the beholder, perception does result in some predictable outcomes. Managers aware of the perception process and its outcomes enjoy a competitive edge. The Walt Disney Company, for instance, takes full advantage of perceptual tendencies to influence customers' reactions to waiting in long lines at its theme parks:
Example. In Orlando, at Disney-MGM Studios, visitors waiting to get into a Muppet attraction watch tapes of Kermit the Frog on TV monitors. At the Magic Kingdom, visitors to the Extra Terrestrial Alien Encounter attraction are entertained by a talking robot before the show. At some rides, the company uses simple toys, like blocks, to help parents keep small children busy and happy during the wait.20
This example illustrates how the focus of one's attention influences the perception of standing in long lines.
Likewise, managers can use knowledge of perceptual outcomes to help them interact more effectively with employees. For example, Table 7–2 describes five common perceptual errors. Since these perceptual errors often distort the evaluation of job applicants and of employee performance, managers need to guard against them. This section examines one of the most important and potentially harmful perceptual outcomes associated with person perception: stereotypes. After exploring the process of stereotype formation and maintenance, we discuss sex-role stereotypes, age stereotypes, race stereotypes, disability stereotypes, and the managerial challenge to avoid stereotypical biases.
table 7–2
Commonly Found Perceptual Errors
PERCEPTUAL ERROR
DESCRIPTION
EXAMPLE
RECOMMENDED SOLUTION
Halo
A rater forms an overall impression about an object and then uses that impression to bias ratings about the object.
Rating a professor high on the teaching dimensions of ability to motivate students, knowledge, and communication because we like him or her.
Remember that an employee's behavior tends to vary across different dimensions of performance. Keep a file or diary to record examples of positive and negative employee performance throughout the year.
Leniency
A personal characteristic that leads an individual to consistently evaluate other people or objects in an extremely positive fashion.
Rating a professor high on all dimensions of performance regardless of his or her actual performance. The rater that hates to say negative things about others.
It does not help employees when they are given positive feedback that is inaccurate. Try to be fair and realistic when evaluating others.
Central tendency
The tendency to avoid all extreme judgments and rate people and objects as average or neutral.
Rating a professor average on all dimensions of performance regardless of.
Hitting The Bullseye in a Job Search: How to land more quickly and with less ...Greg David
Hitting the bulls-eye in an interview is about eliminating common interview mistakes, and performing interview best practices. Even in a down job market, people are being hired all the time. Why shouldn't it be you?
Today, LinkedIn has released the Inside the Mind of Today’s Candidate report, a survey of more than 14,000 global professionals which shines a light into the attitudes and habits of job seekers and helps inform strategies for HR, talent acquisition and business leaders, looking to grow their talent pipeline.
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
Increase Trust in Your Processes: Introducing Custom BrandingQuekelsBaro
Process Street streamlines your team’s recurring work by taking the guesswork out of who does what and when, but the impact of even well-documented processes depends on people’s willingness to do their part.
SOC 2 Compliance and Our Continued Commitment to Data Security.pdfQuekelsBaro
SOC 2 is a set of criteria developed by the American Institute of CPAs (AICPA) to help assess the controls and systems a company has in place for handling customer data.
How to Find The Purpose of Your Business Through The Ikigai Concept.pdfQuekelsBaro
While Ikigai is generally applied to finding purpose in your personal life, this Process Street post will look at how the same 4 concepts can be applied to your business as well...
7 Ways to Welcome Your New Employee Like a ProQuekelsBaro
There’s a significant disconnect between what HR thinks their new hires want and what they actually want. How should you really welcome your new employees?
For International Women’s Day, we’d like to share with you just one (there are many) of the amazing women who make Process Street the great place that it is!
7 Must-Know Strategies for Pre-boarding New Hires like a Pro QuekelsBaro
Preparation is the key to a successful onboarding experience. Pre-boarding is your prep time that helps you gather everything you need before your new hire’s first day.
We Need to Talk About Your Employee Onboarding Process (& How to Fix It)QuekelsBaro
Onboarding is important. You need to make a good first impression. You need to have a consistent process. The thing is, though, it’s not what you do but how you do it.
8 Change Management Strategies for Effective Organizational Change QuekelsBaro
This post includes some tips for creating an effective change management strategy, possible methods you might want to implement, and how Process Street can help you along the way.
How to Choose the Best HRIS (Human Resources Information System)QuekelsBaro
Employees are vital to any organization; making sure their information is managed properly is just as, if not more important. This article breaks down HRIS and the best software for the job.
How 4 Top Startups are Reinventing Organizational Structure QuekelsBaro
This post will look at the organizational structure of four of the most successful startups out there and why they’ve opted to make the long-established hierarchical structure on its head.
AI & Data Analytics: 3 Ways They Can Improve Customer Experience And EngagementQuekelsBaro
Analytics, data, and AI have the potential to enrich marketers’ understanding of their customers’ experiences in order to deliver meaningful, relevant experiences in the future.
Client Onboarding 101 with Adam Schweickert of Wetmore Consulting GroupQuekelsBaro
Adam Schweickert, professional consultant at Wetmore Consulting Group, shows us how they handle their operations to get things up and running as quickly as possible.
The Impact of Data & Tech on the Future of Hybrid Work for Startups
5 Ways to Conquer Unconscious Bias in Diversity Hiring
1. 1/12
March 25, 2021
5 Ways to Conquer Unconscious Bias in Diversity Hiring
process.st/diversity-hiring
Leks Drakos
March 25, 2021
Human Resources
This is a guest blog post by Joe Caccavale. Joe heads up content over at Applied – the blind
hiring platform that removes unconscious bias by using behavioral science.
As an organization, you’re committed to improving diversity. You want to build high-
performing, diverse teams.
But how do you attract and hire these candidates without simply appealing to a mandated
quota or succumbing to discrimination (both positive and negative)?
The steps below will talk you through a simple, research-backed process for increasing
diversity at the top of the hiring funnel and ensuring that this diversity is maintained
throughout the process.
Although the process below does not guarantee you’ll hire someone from a minority
background, diversity will improve over time as a result of bias removal.
2. 2/12
I’ll cover:
Let’s dive in!
Unconscious bias in traditional hiring practices
Unconscious biases are the prejudices we have which we are unaware of (hence
unconscious).
We tend to categorize others based on qualities like gender, ethnicity, age, and other physical
characteristics.
Unconscious bias comes in many forms, and not all of them are necessarily negatively
prejudiced.
When we look at recruitment, for example, much of the bias at play leads hirers to lean
towards candidates similar to themselves, rather than away from other candidates.
This is likely due to our natural gravitation towards the familiar and the power of certain
attributes or events to entirely warp our judgment.
If left unchecked, unconscious bias can have a major impact on our hiring decisions. Bias
leads to candidates from minority backgrounds being disproportionately overlooked.
Even a candidate’s name can trigger bias. In a 2004 study, in which only the names on the
resumes were changed, candidates with Black-sounding names received 50% fewer callbacks
than their counterparts with white-sounding names.
In a similar study conducted in the UK, Inside Out and Bristol University discovered that
candidates with a Muslim-sounding name were three times more likely to be passed over for
a job. In Germany, if those candidates were also pictured wearing a headscarf, they were 15%
less likely to get a callback.
Studies in both the US and Spain discovered similar results in terms of gender differences, as
well. In their paper on gender bias in university science faculties, Corinne A. Moss-Racusin,
et al, noted that applicants with a feminine name were perceived as less competent, and
therefore, less hireable.
The results of M José González, Clara Cortina, and Jorge Rodríguez’s research in Spain
indicated that not only were male candidates favored, but women with children were even
less likely to receive a callback.
Most of the hirers involved in these studies (you’d hope) are not necessarily explicitly biased.
They would likely tell you that they aren’t biased at all.
But the truth is: we’re all biased.
3. 3/12
Bias doesn’t make you a bad person. It just makes you human.
However, if we want to improve diversity in workplaces, we must tackle unconscious bias
head-on. And the only way to do this is by changing how we hire.
Inclusive job descriptions
Your hiring process starts with a job description.
The words you choose to use in your job description will have a direct impact on who applies
to the role.
When we read a job description, we’re assessing whether or not the role and company is a
good match for us.
Certain words or phrases carry subconscious meaning, and any candidates who feel that they
don’t “fit the bill” will qualify themselves out.
Over-use of masculine-coded language will put women off applying. Characteristics like
“superior”, “competitive”, “decisive,” and “determined” are traditionally associated with
males. So, if you use too many of these in your job description, you’re effectively signaling
that you’re looking for a male candidate.
Examples of masculine-coded language
Analytical
Autonomous
Independent
Leader
Examples of feminine-coded language
Committed
Dependable
Supportive
Trustworthy
You can see more examples via this LinkedIn article.
Ideally, you should aim to write either feminine or neutral-coded job descriptions. Does this
mean you’re actively dissuading males?
No – the effect of gendered language isn’t as strong when it comes to male candidates. They
aren’t as deterred by feminine-coded language.
4. 4/12
So, if you want to attract an even gender split, gendered language is a solid place to start. As
the data below shows, this strategy can drive real-world results:
We looked at a sample of 7563 closed jobs (applied for via the platform). Job descriptions
were passed through our Job Description Analysis Tool and were given a gender score. Then,
we compared gender scores to the gender of the candidates who applied.
The key takeaway here: Feminine-coded job descriptions will increase the odds of women
applying and masculine-coded job descriptions will decrease those odds.
How to do referrals the right way
5. 5/12
Fact: Referred candidates tend to be of a similar demographic to the referrer.
According to PayScale’s report, female and minority background applicants are less likely to
receive a referral than their white counterparts.
White women are 12% less likely to receive a referral
Men of color were 26% less likely.
Women of color were 35% less likely
If you have diversity gaps you want to improve, employee referrals could actually make these
worse. However, referrals are a cheap and quick way to find talent, so you shouldn’t ditch
them altogether.
Instead, use this fact to your advantage. Diversify where you source your referrals. Pinterest,
for example, encouraged underrepresented employees to refer new candidates to the
company.
You can also track where candidates come from since some employees may refer a more
diverse set of candidates than others.
Start tracking your job boards
Similar to employee referrals, not all job boards will attract equally diverse sets of candidates.
If you want to get scientific with your sourcing, job board tracking is essential.
The easiest way to get started is to set up UTM (Urchin Traffic Monitor) links for each job
board.
UTM links are custom URLs, that are ideal for testing different strategies. You simply add
them onto a URL to track the traffic from that URL.
Once you know which candidates come from which job board, it won’t take long to notice
which job boards are worth spending your budget on.
If you’re still struggling to source a diverse candidate pool, you could also try posting your ad
to specialist job boards.
Below are a few of these job boards to get you started:
6. 6/12
Why the resume has to go
As we saw from the studies above, the screening stage is where unconscious bias starts to
have a significant impact on diversity.
And the traditional resume is to blame.
Resumes lead to bias and they’re not predictive of skills. For many hirers, this statement is
blasphemy, but the science doesn’t lie.
Look at the results of this study below:
(Source)
All across the western world, minority background candidates are being discriminated
against.
This is why at Applied, we anonymized applications.
And not just names: addresses, date of birth, and even education/ and experience history are
removed.
7. 7/12
(Source)
For most hirers, education and experience are vital information. It’s what people are hired
based on.
But what if we told you that education and experience don’t tell you that much about
someone’s real-life ability?
Take a peek at the results of this famous meta-analysis:
(Source)
As you can see, your resume staples (education and experience) are some of the least
predictive means of assessing someone’s ability to do a given job.
So, once you’ve taken all background information away from a resume – what’s actually left?
Well, not a whole lot.
That’s why we decided to go beyond just anonymization and scrap the resume completely.
By removing any identifying information as well as someone’s academic and work history,
you’re removing any potential grounds for bias.
If you replace resumes with a more predictive means of assessment, you’ll be able to spot
talent more reliably and improve diversity.
If you look back at the chart above, you’ll see that the most “predictively valid” forms of
assessment are called “work sample tests.”
Work sample tests take parts of the role and turn them into questions or tasks. They’re
designed to simulate the role as closely as possible.
To create your own work sample questions, start by defining the core skills required to do the
job.
8. 8/12
Then, think of a real-life task or issue that candidates would have to tackle should they get
the job that might test one of those skills.
It could be an upcoming project or something that has already happened (or even something
entirely hypothetical).
You could either use an individual task – such as a presentation or email to be sent – or you
could take an entire project that needs planning or thinking through.
Depending on the situation, you can either ask candidates how they’d approach the task, or
simply ask them to perform it.
Here’s an example of a work sample we used for an Operations Manager role:
You have been helping the marketing team to organize a diversity event for 250 people at a
venue in central London. Many of Applied’s clients and partners will be there, as well as the
press.
One week before the event is due to take place, you get a voicemail and an email from the
venue telling you that they have accidentally double-booked the room you had reserved. They
offer you a slightly smaller room that will seat 200 in another related venue nearby.
What actions do you take?
Work samples enable you to gain a genuine insight into how candidates’ skills match up to
the requirements. With a resume, however, you can only guess who might be suitable based
on proxies like education and experience.
It’s important to keep in mind that bias can still be a factor later on in the process, The
screening stage is most often where a significant degree of bias prevents otherwise talented
candidates from being given a chance. When you remove bias from screening, diversity will
improve as a result.
If you can only make one change to your hiring process, make sure it’s work samples.
Why structured interviews and scoring criteria matter
When it comes to meeting candidates face to face (even if via video), there will naturally be
some level of bias that affects your judgment.
However, there are some measures we can take to keep our decision-making as objective as
possible so that candidates have an equal chance, regardless of their background.
A structured interview is where all candidates are asked the same questions in the same
order. If you look back at the chart on predictive validity, you’ll see that structured interviews
also rank highly in terms of how well they can predict candidate ability.
9. 9/12
If you want to hire a diverse set of candidates, remember that their backgrounds will be
diverse too – not everyone can attend the best universities and therefore get the best work
experience.
For this reason, you should use work sample-style questions instead of probing into
candidates’ backgrounds.
Before the hiring process kicks off, each work sample and interview question should be given
its own criteria to score against.
Your criteria don’t need to be extensive; a simple 1-5 star scale will do.
You can then write a few bullet points explaining what an excellent, average, and poor answer
might look like.
Here’s an example question with corresponding criteria for scoring:
(Source)
When it comes to the interview panel, you should have three reviewers.
This is to harness the power of “crowd wisdom” to ensure a more balanced assessment of the
situation. When applied correctly, principles of crowd wisdom can help to counterbalance
individual bias by providing alternative perspectives and counterpoints during the
assessment process.
However, crowd wisdom can also degenerate into groupthink if not kept in check. The best
way to prevent groupthink is to clearly define the roles and duties of each member of the
interview panel, and have a section of the interview process dedicated to discussion where
members can hold one another accountable and play devil’s advocate.
Assuming you have an adequate panel of individuals who understand their roles and
responsibilities as recruiters, there should be room to ensure your crowd wisdom does not
degenerate into groupthink.
If your team is big enough, having a different three interviewers for each interview round will
give you the most unbiased scores – and help to improve diversity as time goes on.
Below are just some of the stereotypes that affect our judgment:
10. 10/12
If one interviewer has an unconscious bias against a disabled candidate, for example, this
should be averaged out by the scores of the other interviewers.
Document your diversity hiring process
Process documentation is the best way to ensure that your processes are completed
consistently every time. The main benefit of process documentation is that it reduces training
times and costs, and prevents the risk of human error.
You can either create your own process knowledge base using an application like Microsoft
Office or Google docs, or you can use process documentation software, like Process Street.
There are a few advantages of using software (and thus having a completely digital
knowledge base):
Anyone in your organization can access it from anywhere
It’s easily updated when changes are made
You don’t have to reorganize the entire knowledge base to add new processes
You want to make using your processes as easy for your employees as possible, otherwise, the
processes simply aren’t working.
For example, here is a checklist template for an Unconscious Bias Training Guide:
This checklist is designed so that any employee can complete it on their own, in their own
time, while HR is still kept apprised of their progress through the checklist dashboard.
11. 11/12
A series of tasks that include information about the employee, the groups they identify with,
and questions encourage the employee to engage with the material they’re reading rather
than simply absorb it.
The section of “Seeing from different perspectives” asks the employee to not only imagine
what biases another group might face, but put themselves in the position of someone facing
that bias.
Finally, the checklist includes methods for reducing unconscious bias in the workplace.
Afterward, HR is given the opportunity to review and approve (or decline) the employee’s
training, providing both the HR representative and the employee space to discuss the
training process, its effectiveness, and what the employee learned by completing it.
In Process Street’s public template library, you can find numerous templates (available for
free with a Process Street account) for nearly every process in your organization. Features
like stop tasks, conditional logic, and the ability to insert rich media into the checklists make
them an invaluable training tool.
Some of the templates for diversity initiatives include:
Diversity Hiring Process Template
Run to perform a diversity and inclusion-focused hiring process. The HR team (with help
from other team managers) should launch this process every time their company is looking to
hire.
Diversity Training Process
Run this to undergo the process of diversity training. The checklist should be launched by
managers from all departments and the HR staff every quarter, and when a new HR
employee joins the company.
Diversity Questions Survey
Run this survey to provide your company’s HR team with diversity-related metrics, helping
them to achieve their diversity quota and/or D&I goals.
Diversity Management Monthly Audit
Run this if you’re an HR manager looking to manage and audit your diversity operations. The
audit should happen at the end of every month.
Diversity Initiatives Quarterly Improvement Process
Run this checklist to review and improve your company’s diversity initiatives. This will help
you determine which initiatives are successful, and which aren’t. This is a quarterly checklist.
Diversity hiring as an investment
12. 12/12
Completely transforming your hiring process is no small feat, especially when you’re
removing the comfort blanket of resumes.
However, if we want to improve diversity, radical change is necessary. While diversity
training is well-intentioned, the evidence shows that it doesn’t work.
Why? Because the unconscious bias that leads to discrimination cannot be trained out of
people. Humans are prone to bias, and no amount of training will change that fact.
However, what we can change is environments, a tactic that behavioral scientists have used
to achieve various outcomes, from increasing pension contributions to reducing gender bias
in orchestras.
So, if we want to remove bias and therefore foster diversity, we have to change the process
itself, rather than those who participate in it.