Talent Acquisition and Management are among the most difficult aspects of running an organization, and they aren’t getting any easier. From concerns about shrinking talent pools and growing candidate expectations to the trend of frequent career shifts, companies have their hands full trying to juggle it all. It is therefore no surprise that an increasing number of companies are turning to tools, such as psychometric assessments, to provide their Human Resource departments with the assistance that they so desperately need.
Diversity and inclusion are instrumental in building and managing a successful and profitable organization.
Being human means being susceptible to bias.
Since we live and work in an increasingly global marketplace, talent professionals are facing a new challenge – discovering a universal method to hire, promote, and develop talent from different countries and different cultures.
According to a #movethedial report, only 6% of tech companies have a female CEO.
This blog post was originally published on The Greenhouse Blog.
A lot has happened in 2018. Remember when we had the Olympics in February? Seems forever ago, doesn’t it?
At #movethedial Summit in Toronto this year, Molly Q Ford, Senior Director of Global Equality Programs at Salesforce, said, “Culture fit is the new racism. Forget that word. It should be culture add-on.”
Watch out, traditional in-person interviews, there’s a new sheriff in town — the video interview.
Even after reviewing resumes and references and taking copious notes during an interview, we often unconsciously gauge a candidate’s “fit” based on whether we might want to grab a coffee or beer with him or her.