Case Study Data Discrimination Recruiting Software 
HRExecutive
MARCH 25, 2024
The consulting firm also found that most HR departments use two or more platforms to facilitate the recruiting process. Meanwhile, new AI-driven solutions are hitting the market at a steady pace. Throughout the chapters, practical examples and case studies from organizations across the globe provide real-world context. “We
Enspira
APRIL 28, 2023
The vision is simple: Artificial Intelligence lends lightning-fast computing power and machine learning to make recruiting easier — and, even more importantly, removes the element of human bias. Technology—and AI recruiting technology in particular—is only as free of bias as its code. But we’re not quite there yet.
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Analytics in HR
JUNE 30, 2023
Talent acquisition vs. recruitment The terms talent acquisition, recruitment, strategic recruitment, and corporate recruitment are often used interchangeably. While talent acquisition and recruitment share the same primary goal of filling open positions in an organization, there are some notable differences.
Visier
SEPTEMBER 26, 2017
Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. But is it happening on a widespread, systemic level? . Here are four common ageism myths we debunked with the data: Myth #1: Older tech workers are less valued.
Visier
SEPTEMBER 26, 2017
Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. But is it happening on a widespread, systemic level? . Here are four common ageism myths we debunked with the data: Myth #1: Older tech workers are less valued.
Visier
SEPTEMBER 26, 2017
Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. But is it happening on a widespread, systemic level? . Here are four common ageism myths we debunked with the data: Myth #1: Older tech workers are less valued.
Trusaic
DECEMBER 1, 2020
Seeking to address systemic discrimination in compensation and pay practices, and to reduce the gender wage gap by using pay data reporting to access a strategy for acheiving parity, Canada’s Pay Equity Act replaces the complaint-based method of addressing pay inequity instated under the Canadian Human Rights Act (CHRA).
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