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Brandon Hall Group Research Highlights, July 30-August 2, 2020

Brandon Hall

Most organizations believe diversity and inclusion is a powerful driver of business goals, according to Brandon Hall Group’s latest research. Brandon Hall Group’s Rachel Cooke hosts Fortune 100 leadership consultant Bonnie St. Brainier is built for multiple screens on mobile devices. First is their ability to give insights by pulling in data from all systems that they use across a very large market offering. The webinar is hosted by Brandon Hall Group COO Rachel Cooke.

Four Common Tech Ageism Myths Debunked With Data

Visier

Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. This question — one we sought to address with our latest Visier Insights report — has traditionally been difficult to answer: While leading tech companies openly publicize their organizational diversity data in terms of ethnic and gender composition, little data has been shared about the age makeup of the tech workforce.

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Four Common Tech Ageism Myths Debunked With Data

Visier

Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. This question — one we sought to address with our latest Visier Insights report — has traditionally been difficult to answer: While leading tech companies openly publicize their organizational diversity data in terms of ethnic and gender composition, little data has been shared about the age makeup of the tech workforce.

Four Common Tech Ageism Myths Debunked With Data

Visier

Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. This question — one we sought to address with our latest Visier Insights report — has traditionally been difficult to answer: While leading tech companies openly publicize their organizational diversity data in terms of ethnic and gender composition, little data has been shared about the age makeup of the tech workforce.

Data-driven recruiting 101: How to improve your hiring process

Workable

Traditional recruiting used to rely on luck and intuition more than data, which was time-consuming to amass and analyze. But now, with a wealth of software and analytics tools available on the market, anyone can create a data-driven recruiting process. What is data-driven recruiting? Data-driven recruiting is when you use tangible facts and stats to inform your hiring decisions, from selecting candidates to creating hiring plans. Collect data efficiently.

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Four Common Tech Ageism Myths Debunked With Data

Visier

Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. This question — one we sought to address with our latest Visier Insights report — has traditionally been difficult to answer: While leading tech companies openly publicize their organizational diversity data in terms of ethnic and gender composition, little data has been shared about the age makeup of the tech workforce.

5 Legal Lessons to Consider When Handling Millennial Background Checks

TLNT: The Business of HR

As the largest generational group in the job pool (depending on your source, people born 1980-2004 ), they’re a hot commodity. Hiring this growing generation of workers introduces a whole new set of legal challenges to the HR department, and the background screening process is one of those challenges. When it comes to screening Millennials, employers need to take into account not only what’s effective, but also what’s legal. Digital Natives and age discrimination.

Educated Evaluations

HRO Today

A randomly selected group of employers receives a resume with a male or female name from one demographic group while another group of employers receives a resume with a name from a different demographic group. Researchers then analyze differences in response rates between demographic groups. But despite its longevity and success at uncovering discrimination, this approach has a few major limitations.

screening for candidates who will be comfortable with cursing and crude jokes, bringing a backpack to an interview, and more

Ask a Manager

Can I screen for candidates who won’t be uncomfortable with our cursing and crude jokes? The executive team I (and my future hire) support is a bit of a “boys club” with a decent amount of cursing and the occasional inappropriate joke made in smaller group settings. It’s also important to make sure that “screening for cultural fit” doesn’t end up meaning “screening for people from similar demographic backgrounds,” which it may, even if you don’t intend it to.

Gender Pay Gap and People Analytics: A Practice with Open Data

Littal Shemer

Gender Pay Gap and People Analytics: A Practice with Open Data. However, one issue remained unsolved for years: The lack of open HR data to practice on. Although there are many inspiring case studies of People Analytics, obviously, organizations don’t share their people data for the sake of learning. Simulation-based data may be an alternative, though usually it is oversimplified and lacks real or interesting patterns to explore. . A Practice with Open Data.

Evaluating Whether You Should Hire Candidates with Past Criminal Histories

Cisive

percent, SHRM data says that more than 7.8 While this typically includes campaigns to specifically recruit diverse candidates, persons with disabilities, and other marginalized groups, there is a trend towards recruiting candidates with past criminal histories. The Discrimination Consideration When Hiring Employees with a Criminal History. Because of the potential for discrimination, many states and cities have laws known as “Ban-the-Box” legislation.

What are AI interviews?

Hubert

With AI, the initial screening steps can be automated to a large extent. Why You Should be Using AI Resume Screening in Your Recruitment Process. When it comes to recruiting and screening, AI system service providers take very different approaches to the problems at hand. In this post, we're going to focus on AI interview screening, as well as forecasting future performance of job candidates as challenges that AI solutions can solve.

EEOC Approves Strategic Enforcement Plan

HRWatchdog

Backlash discrimination against those who are Muslim or Sikh, or persons of Arab, Middle Eastern or South Asian descent, as well as persons perceived to be members of these groups. The SEP also prioritizes combating pay discrimination that persists based on gender, race, ethnicity and age and for individuals with disabilities. Discrimination Equal Employment Opportunity Commission (EEOC The EEOC has set their national priorities for 2017-2021.

From the courtroom: Ensure dress code allows for religious needs

Business Management Daily

The EEOC takes religious discrimination seriously and has been aggressively going after employers that enforce dress codes that unnecessarily restrict employees’ faith-mandated attire. Abercrombie & Fitch ruling made it clear that applying a dress code to employees in a way that screens out workers abiding by their religious dress codes is discrimination based on religion. It may also amount to national origin discrimination.

10 Ways to Make Good Hiring Decisions Out of Bad Decisions

Aurico

Disregard or ignore objective data if it contradicts your personal beliefs. Simply put, the proper background screening provider can save you from making the wrong hiring decision, improve your bad hire rates, and reduce costs. A good background screening provider can offer you depth and breadth of products to help. Guidance and support to build and manage a legally compliant hiring program, should be available through your background screening provider.

10 Tools for Eliminating Racial Bias

Ongig

We found 10 tools to reduce racial bias…from job descriptions to resume screening to interviewing. If your goal is recruiting different ethnic groups or ESL recruiting, removing this type of racial bias is important. of candidates hired from [name of underrepresented group].

Top 3 worldwide recruiting trends in 2017

Talentoday

The highlight was the panel of 6 experts who spoke about the top problems recruiters face, the importance of data driven soft skills analysis, and the overall trends they foresee for recruiting in 2017 and beyond. Today we will be featuring the insights of panelist Sankar Venkatraman who has been the Group Product Marketing Manager at LinkedIn for the last five years. The data shows that recruiters report limited headcount and budget yet hiring demands are growing.

Assessments in Hiring: To Use or Not to Use?

CultureIQ

According to the Aberdeen Group , 57 percent of companies use pre-hire assessments. Assessments in hiring are permitted, as long as they are not designed, intended, or used to discriminate. Therefore, the key is making sure that the tests are applied equally to all candidates, that you are screening for job-related elements, and that the process is “consistent with business necessity.”

AI can deliver recruiting rewards, but at what legal risk?

HRExecutive

And if they do, could they potentially expose HR and employers to the same types of discrimination issues that can impact hiring driven by people, not algorithms? That effort is part of a larger European-wide data-privacy effort, the General Data Protection Regulation.

The Business Impact of a Day Without A Woman

Visier

The strike strives to show the critical role women play in both the domestic and global economy, while putting other issues women face, such as gender pay inequity, sexual harassment and discrimination, and job insecurity, in the spotlight. Recommended Read: Reduce Gender Bias Using Data-Driven Performance Reviews ]. That would require a holistic approach,” said Marianne Cooper, a sociologist at Stanford University in a recent Fortune Knowledge Group report.

Cultural Change: An Update on Workforce Diversity

Inpower Coaching

As I’ve begun to explore the interpersonal dynamics of workplace discrimination more closely, I have gone back to update my own understanding of workforce diversity data and what it tells us about the the demographic makeup of the modern workforce. What most of us don’t see , however, is that all humans engage in unconscious bias, which can underlie discrimination if our biases are not consciously redirected. In fact only 3% of Fortune 500 companies publish diversity data.

How AI and HR Can Work Together

Surlet

On the surface AI and HR seems to contradictory -- one is about numbers and technology while the other is about people (a much more volatile, unpredictable group). Big data is where AI pulls its strength so there is big value for AI in HR analytics. AI’s ability to quickly navigate the intimidating world of big data is one of it’s biggest assets to HR. AI can collect, compile, and analyze big data to determine if workplace policies are effective.

The most common employee documents used at trial

Business Management Daily

It is recommended to keep employee contracts for at least seven years, disability and sick benefit information for four years, and group and employee insurance records for six years. Equal Employment Opportunity (EEO) and civil rights laws are in place to prevent employment discrimination. EEO data should be kept for each position filled at your company. Employee discrimination suits are some of the most commonly filed lawsuits against employers.

Ethical Employer Branding: How to Attract Candidates With Shared Values

Eightfold

companies recently received a federal tax cut, outdoor clothing company Patagonia decided to donate its $10 million to nonprofit environmental groups committed to fighting the effects of climate change. According to the Great Place to Work Institute ’s data, approximately one-third of Dun & Bradstreet employees have been with the company for 10 years or more. But a technique such as blind screening offers a more robust approach to ethical hiring.

Identifying talent using AI — Here’s how

Hubert

It’s a particularly beneficial tool in the early stages of candidate screening. Identifying this group of people is a, oftentimes, challenging process. Essentially, the HR department can then skip the entire first stage of candidate screening. When done by a human, the recruiter starts by screening their networks, which often includes thousands of individuals, in search of the right candidate for a job they know is coming up.

M&A Friday! This Week’s HR Deals and Trending #HotInHR News

Advos

Planck Re, a Commercial Insurance Data Platform Startup, Raises $12M. InfoMart’s Advantage Students Launches Enhanced Platform for Healthcare Student Screening.

Hotel Giant IHG gained a 97% positive applicant experience using predictive people analytics – Can these along with other benefits be easily achieved by other companies?

Cognisess

On the second year of using Cognisess Pro for their Future Leaders fast-track recruitment programme, we used predictive analytics to screen the potential of candidates. This meant IHG could eliminate the second day of the assessment centre without losing data to feed into the decision process, which resulted in a 50% reduction in assessment centre time and cost. Additionally, that data doesn’t just need to be used solely for the benchmarking process.

Keep Bias Out of Your AI Hiring Tools With These 3 Steps

Linkedin Talent Blog

Left unchecked, these faulty algorithms can hold back a company’s diversity efforts and screen out qualified candidates. Teach your AI to appreciate diversity by using a balanced data set that is demographically representative. In order to make decisions (like which candidates are screened out and which get an interview), the machine looks at a sample set of data (like the resumes of top performers at the company) to learn what it should look for in an ideal candidate.

The “Brown Paper Bag Test” [Racial Bias]

Ongig

” In Spike Lee’s movie, School Daze, two groups of sorority women of color are at odds over which group’s hair and skin color are best. ” Watch the Yard said the article: “accused fraternities of “splitting the various classes into groups of different shades — yellow, brown, and black.” discussed colorism in her article about skin tone discrimination.

Here’s a New Way to Verify HR Software’s Capabilities

HRExecutive

Generally, to be considered “AI capable” a machine or software tool must have the ability to process large amounts of data and learn from or recognize patterns in that data.

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How to HR in a growing company – A guide for every size business

Insperity

A defined organizational chart Retirement, medical and other benefits Employee handbook Job descriptions Defined HR processes and procedures Employment application Drug-testing and pre-employment screening process Liability management training courses or resources Paid time off policies. If the company offers group insurance plans, then it must offer benefits continuation coverage to eligible employees and dependents.

Book Review – Industrial/Organizational Psychology: Understanding the Workplace (5th ed.) by Paul E. Levy

Workplace Psychology

This is also the time when new employees learn the formal and informal rules, procedures, and expectations of the organization or work group” (Levy, 2017, p. to discriminate) against a group if the selection rate (i.e.,

Important AI Facts and Why You Need to Know Them

AllyO

So we’ve put together a few facts with data and what some of the experts in the field have to say about AI. During this balancing act, they also screen every candidate, review hundreds of resumes, schedule and reschedule interviews, call and email all day, and answer any questions that might come up while on (and off) the clock. 2019 AllyO Recruiting Analytics shows that screening candidates and sending email and text reminders saved 92,729 hours of work time.

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Celebrating Black History Month at the Workplace

Sterling Check

The Equal Employment Opportunity Commission (EEOC), recognizes the importance of embracing the Nation’s culture of diversity and our previous blog post on National Origin Discrimination Guidance illustrates its impact on employment background screening. Managers need to build a plan around increasing representation of diverse groups – make it a priority and work on actionable results to pull yourself out of the rut of lip service.

Celebrating Black History Month at the Workplace

Sterling Check

The Equal Employment Opportunity Commission (EEOC), recognizes the importance of embracing the Nation’s culture of diversity and our previous blog post on National Origin Discrimination Guidance illustrates its impact on employment background screening. Managers need to build a plan around increasing representation of diverse groups – make it a priority and work on actionable results to pull yourself out of the rut of lip service.

A Full Guide to the HR Generalist

Digital HR Tech

Recruiting duties include: Sourcing candidates Conducting screening interviews Administrative work regarding scheduling interviews with the hiring team Putting together an employment offer Guiding the salary negotiations Conducting a background check Managing the employee onboarding process Complying with all relevant laws regarding reporting and records retention Serving as an advisor to hiring managers Works with immigration for visas for foreign hires.

Using Social Media in Hiring: Necessary? Legal? Ethical?

Crimcheck | Pre-Employment & Background Check Information

More than four new petabytes (that’s a million gigabytes) of data are generated on Facebook every single day. Facebook is an incredibly huge, ever-expanding, source of data. So, why wouldn’t it be one of the best sources of data for recruiters and HR personnel to use to supplement the typical resume submitted by a job candidate? You have other means of validating and cross-checking the data and information entered on resumes.

Why 2020 Hiring is Hopeless Without an Applicant Tracking System

ApplicantStack Applicant Tracking

Manpower Group). In the profile template, there is a field for each relevant piece of data. Screening Questions Help You Find Better Candidates. An applicant tracking system allows you to add screening questions to your application to ensure applicants meet basic qualifications like education level or years of experience. For example, suppose a rejected candidate alleges discrimination. Most ATS systems allow you to create pre-screening questionnaires.

How ATS simplifies the recruitment process

Hacker Earth Developers Blog

Access to data. Tedious tasks like posting jobs online, screening resumes, and scheduling interviews can all be made easier with ATS. . The software structures your hiring practices in a way that is in accordance with rules and regulations that forbid discrimination against a certain group of candidates. Provides access to helpful data. Applicant tracking systems produce data that show the overall success of hiring efforts.

Illinois law regulating use of AI in hiring goes into effect

Zenefits

The proposed law would require users of AI and similar platforms to audit them for their impact on accuracy, fairness, bias, discrimination, privacy, and security and correct any issues.

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