One of the biggest trends of 2016 is predictive analytics. It’s a trend we will likely see gain traction this year and become a mainstay in hiring from here on out. Predictive analytics is tapping into data to guide business intelligence – and using that information...
Biases are everywhere, especially in hiring as companies look for new ways to find top performers and determine overall job fit.
Ultimately, employers must recognize any biases they may have before meeting potential candidates in person or via phone.
From complex questions to downright whacky settings, the notion that hard interviews equal happy employees is leaving many people scratching their heads.
While tedious processes may spark curiosity from some candidates, some fellow colleagues and I aren’t seeing the connection of greater payoff down the road.
They say first impressions are everything and trusting your gut can lead to honest decision-making.
But, when this practice extends to hiring, relying too heavily on snap judgments can lead to flawed assumptions on otherwise qualified candidates.
Complex critical-thinking interview questions are all the rage for some competitive tech companies — sometimes driving top candidates away.
But hard interviews equal happy workers, according to a recent Glassdoor study. Glassdoor uncovered some key findings about the payoff of a company’s more demanding selection process.
Over the years, a commitment to workplace diversity has allowed qualified, disabled applicants who may have been overlooked in past decades to land new jobs.
But despite great inroads made in resolving workplace inequality, personal biases are still tainting evaluations of a subset of people who are otherwise qualified: the disabled.