Remove Comparison Remove Competencies Remove Discrimination Remove Performance Management
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The State of Job Descriptions: Trends, Best Practices, & AI-Powered Optimization 

Ongig

It also sets the right expectations by hiring candidates based on their competencies. Recruiting people because of their competencies ensures their abilities can directly support business goals. Competencies vs Credentials AI-powered tools accelerate this trend by helping companies focus on competencies rather than credentials.

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Contrast Bias: Everything HR Professionals Must Know

AIHR

Unfair performance management and reviews: Assessing employees by comparing them to one another instead of based on their individual achievements and performance results in unfair reviews and appraisals. Contrast bias can also manifest in the form of age-based discrimination.

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The Compehensive Dictionary of HR Terms To Know [In 2024]

AIHR

HR term example: “Affinity bias may look like a manager promoting someone on their team simply because they share the same passion for playing golf.” Ageism Ageism in the workplace refers to employee discrimination based on age. It indicates the required roles, skills and competencies, training and development needs, etc.”

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Cafe Classic: Prejudice Perpetuated by Prior Pay Pattern

Compensation Cafe

Plus, they create pressure to make hiring offers above the normal entry rate, closer to the central position value, thus potentially creating pay compression with senior peers and inviting other invidious internal equity comparisons when word gets out. Historical pay discrimination is perpetuated when past pay sets future pay.

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Book Review: Applied Psychology in Talent Management (8th ed.) by Wayne Cascio and Herman Aguinis

Workplace Psychology

At the beginning of the book, the authors provided this confusing definition of adverse impact: “Adverse impact (unintentional) discrimination occurs when identical standards or procedures are applied to everyone, even though they lead to a substantial difference in employment outcomes (e.g., The adverse impact ratio is SR 1 /SR 2 =.10/.20

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Prejudice Perpetuated by Prior Pay Pattern

Compensation Cafe

Plus, they create pressure to make hiring offers above the normal entry rate, closer to the central position value, thus potentially creating pay compression with senior peers and inviting other invidious internal equity comparisons when word gets out. Historical pay discrimination is perpetuated when past pay sets future pay.

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Top 100 HR and Recruitment Blogs [by Organic Traffic with Top 3 Articles Each]

Ongig

We love competing with greatness! A few other notes: This is organic (not total) traffic — We’re using ahref’s measurement of organic traffic because we find it to be the best apples-to-apples comparison of traffic to HR blog pages. Performance Management. 100 Useful Performance Review Phrases.