Visier
NOVEMBER 12, 2015
In August 2015, the need for more workforce diversity was spotlighted in a big way when President Obama issued a call to action to technology companies, encouraging them to hire more women and minorities by implementing the Rooney Rule. The need to hire diversely goes beyond dollars and cents, too. How to keep track of your compliance.
AvilarHR
FEBRUARY 1, 2022
Requiring a college degree limits employer access to a bigger, more diverse talent pool. Says economist Byron Auguste, “If you arbitrarily say that a job needs to have a bachelor’s degree, you are screening out over 70% of African-Americans. Drop the college degree requirement to reach a more diverse talent pool.
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Ongig
JULY 2, 2020
They include racial bias in job descriptions, candidate screening, interviewing, job offers, and background checks. Racial Bias in Candidate Screening. Lever’s blog on unconscious bias in the recruitment process hits on blind resume screenings. iCIMS’s Diversity and Inclusion Solutions. What’s in a name?
Thrive Global
JULY 22, 2021
This was in 2006. I seek diversity. Unless you are a government entity or contractor, it is unnecessary to put prospective employees through multiple screenings, interviews, and evaluations. I believe that job set the tone for the HR professional and business woman I would become eventually.
AvilarHR
MAY 6, 2022
Requiring a college degree limits employer access to a bigger, more diverse talent pool. Says economist Byron Auguste, “If you arbitrarily say that a job needs to have a bachelor’s degree, you are screening out over 70% of African-Americans. Drop the college degree requirement to reach a more diverse talent pool.
Thrive Global
JULY 3, 2021
In 2006 Joe Lorenzo changed the name of his company to Society Entertainment, in continued efforts in the fields of packaging, and producing. In 2006, Joe produced “Rocker” a low budget indie with his client as the writer and the star. We are very interested in diversity in the entertainment industry.
Workable
OCTOBER 11, 2016
Unstructured interviews , resume screenings and pre-interview calls are ineffective predictors of job performance. Other assessment methods like screening calls and unstructured interviews can be unfair. But cognitive ability and knowledge tests can disproportionately screen out non-white candidates. Tests can be discriminatory.
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