Sep 22, 2016
Post by Ji-A Min

Ji-A Min

People analytics thought leader Josh Bersin has stated that workplace diversity and inclusion is a top priority for 2016. Companies have notably stepped up. Intel CEO Brian Krzanich has pledged $300 million to increase the diversity hiring of women and underrepresented minorities.

It’s time to step up and do more. It’s not good enough to say we value diversity. -Brian Krzanich, Intel CEO

That’s why I’ve created this 6 step how-to guide for attracting diverse candidates to help you achieve your diversity hiring goals.

What is diversity hiring? A definition

Diversity hiring is hiring based on merit with special care taken to ensure procedures are free from biases related to a candidate’s age, race, gender, religion, sexual orientation, and other personal characteristics that are unrelated to their job performance. Continue reading

Sep 21, 2016
Post by Ji-A Min

Ji-A Min

SHRM identifies people analytics for recruitment as one of the top recruiting trends of 2016. When it comes to recruitment and talent acquisition, Aberdeen’s talent acquisition survey recommends that HR “prioritize analytics” and “invest in innovative technology options.” The adoption of people analytics for recruitment holds the promise that the recruitment function can become even more valuable and strategic within a company.

To help you along, I created this handy pocket guide on how to use people analytics for recruitment.

What is people analytics for recruitment?

People analytics as the use of data and data analysis techniques to understand, improve, and optimize the people side of business. Continue reading

Sep 20, 2016
Post by Ji-A Min

Ji-A Min

Salesforce has long been a leader in workplace equality and workplace diversity initiatives.

In terms of diversity hiring, Salesforce implemented their version of the Rooney Rule by interviewing at least one female candidate or underrepresented minority for executive positions.

In terms of equal pay, Salesforce recently assessed the compensation of more than 17,000 employees and spent $3 million to equalize the pay between female and male employees of similar tenure, levels, and performance.

And the workplace equality numbers are speaking for themselves according to Salesforce. In 2015, nearly 40% of all new Salesforce hires in the US were women or members of an underrepresented minority group (e.g., African American, Hispanic, Native American), which was an increase of approximately 5% over the previous 12 months. Continue reading

Dec 21, 2015
Post by Ji-A Min

Ji-A Min

When Afi Orofi, part of the team responsible for the Women In Sales Awards, first reached out to us at Ideal Candidate it was immediately clear we had a lot in common.

Ideal Candidate is the market leader in sales hiring and Afi Orofi’s company, Zars Media, strives to promote the best in sales thought leadership. We both aim to reduce bias and encourage diverse sales teams for the betterment of the sales profession.

As the Women In Sales Awards mission statement explains, “Encouraging diversity in the workplace is increasingly seen as a way of making companies stronger in the modern business environment. Continue reading

Jun 24, 2015
Post by Ji-A Min

Ji-A Min

Prior research has shown how cues on resumes can lead to gender discrimination and racial discrimination in hiring.

A new study conducted by Derous and Decoster found that resumes can lead to another type of hiring bias: age discrimination.

How resumes can lead to age discrimination

Researchers Derous and Decoster asked 610 supervisors and managers to read a job description and then evaluate four equally qualified resumes that differed in:

Name: old-sounding vs. modern Hobbies: old-fashioned (e.g., playing bridge) vs. modern (e.g., snowboarding) Date of birth: included vs. excluded (Note: This research was conducted in Belgium where it’s common for an applicant to include date of birth on their resume)

The results found that applicants with old-sounding names and old-fashioned hobbies and applicants with modern-sounding names and old-fashioned hobbies were rated as less suitable for the job than applicants with modern-sounding names and modern hobbies and old-sounding names and modern hobbies. Continue reading