We can all agree that good intentions aren’t enough when it comes to hiring practices that increase diversity.
Part of the problem is that sometimes practices that seem good on the surface aren’t necessarily effective and can even be harmful in some cases.
Here are 4 common hiring practices that are terrible for diversity and what you can do instead.
Bad hiring practice #1: The Rooney rule
The tech industry faces a lot of criticism for its relative lack of diversity. On the flip side, tech companies are also often the ones spearheading diversity initiatives in the first place.
For example, last year Salesforce implemented their version of the Rooney Rule by interviewing at least one female candidate or underrepresented minority for executive positions. Continue reading
This week, I was thrilled to be invited as a guest on CBC’s Metro Morning with Matt Galloway, Toronto’s leading morning radio show.
I discuss how AI is being used to recruit diverse candidates by eliminating hiring bias that can result from screening resumes.
Other conversational points include the impact of unconscious bias training, whether blind hiring is enough, and how to prevent AI from replicating human bias.
Take a listen and let me know what you think!
Optimize Your Hiring Using AI Continue reading
Learn Ideal’s story from Co-founders Somen Mondal and Shaun Ricci, and Director of Marketing Kayla Kozan, who share some of the benefits customers are enjoying from using our AI for recruiting:
Specifically, how recruiters are using Ideal to:
Reduce time to fill from 34 days to 9 days
Reduce cost per hire by 70%
Increase their efficiency by 4X
Optimize Your Hiring Using AI Continue reading
Candidate sourcing tools can – and should – be a recruiter’s best friend.
In a perfect world, we’d be able to find the absolute best candidate for an open role, whether that candidate is active or passive. Unfortunately, we know that approximately 50% of new hires fail.
So where’s the disconnect between the tools being used and the effectiveness of hiring? How do you know what features you need?
Here are 6 rules to follow when selecting a candidate sourcing tool.
Rule 1: Keep your hiring model in mind
What are you trying to accomplish specifically?
If you are a company that does a lot of high volume hiring, that will require different technology and functions than a company that might hire three times total per year. Continue reading
Most recruiters nowadays focus on the interview itself. What I haven’t heard many recruiters ask, “What do you do before the interview?”
Like with any successful marketing campaign, there’s the pre-marketing campaign that introduces the concept and builds up anticipation.
Brian Tracy once said, “One minute of planning equals ten minutes in action.” To recruit great employees and be as efficient as possible while holding interviews, you need to start preparing before each interview.
Here are my 6 recruiter interview tips to help prepare for a great interview:
#1 Establish exactly what you’re looking for
Before any interview, you need to have an in-depth understanding of your company’s needs. Continue reading
Hiring is an incredibly exciting time. So why simply write a cut-and-paste job posting that insinuates that you’re suffering from a real shortage of creativity?
These days, the focus on providing an enjoyable candidate experience means a dry, uninspiring job posting just doesn’t cut it anymore.
Here are 3 steps for attracting the best candidates through a distinctive job posting.
Step #1: #EndTheBuzzwords
When searching through resumes or applications, how many times do you read ‘Passionate and Enthusiastic’ or ‘Works well both within a team or independently’?
You’d rather see facts, evidence and a spark. This is exactly how job seekers feel when reviewing a job posting. Continue reading
Recruitment bias has been a major topic in talent acquisition circles lately, including global discussions on pay gaps.
Recruitment bias can take many forms such as unconscious biases like confirmation bias and the halo effect.
Although there’s an increasing awareness that the 50% failure rate for hiring is linked to pre-existing biases, only 68% of companies are measuring diversity and inclusion in their hiring processes.
If we know that recruitment bias is a problem and increased diversity and transparency is a goal, how do we remove it? Is it possible?
Short answer: yes. But it requires a high degree of commitment. Continue reading
Ideal, AI for recruiting software, raises $3M to accelerate the capabilities of their virtual recruiting assistant and streamline high-volume hiring.
TORONTO, August 29, 2017 – Today Ideal, an AI for recruiting company, announced the completion of a $3M financing round that will be used to accelerate the capabilities of their AI and onboard new customers faster. The round was led by prominent investors including Mike Durland, Michael Hyatt and Richard Hyatt, alongside the MaRS Investment Accelerator Fund, a fund based at MaRS Discovery District in Toronto.
“We are thrilled to be able to work so closely with our investors and the MaRS Investment Accelerator Fund. Continue reading
The role that AI plays in diversity in recruitment is still being debated.
Critics of AI are worried it will replicate human biases that already exist. Supporters believe AI can help us avoid unconscious bias and increase diversity in recruitment.
I’m biased (of course), but I’m a supporter of using AI in recruiting.
Here’s why: knowing AI has the potential to replicate an existing bias means we can monitor for it. And if a bias does occur, we know how to remove it.
Here are 4 promising ways in which AI is being used to help diversity in recruitment.
1. Continue reading