In addition to all the details leading up to and around the onsite and/or virtual interviews, there are plenty of opportunities to create welcoming or alienating environments within the interview. From the location, to the questions, to who’s asking them, the interview experience can make or break the candidate experience. Is your team showcasing inclusion and understanding with every detail? Are they asking the right questions in the right way without putting anyone in a dis

The latter stages of the hiring process, which include steps like virtual and/or onsite interviews, assessments, meet and greets, etc., can be daunting, especially for those who are not well versed in them. Candidates are under pressure to make a good impression. To answer questions correctly, show how they will fit in with every word, action, and expression, and do it all while navigating what’s often a complex multi-step process full of intricate logistical details. But, at

In the frenzied scramble for talent, ‘Time to Fill’ or equivalent speed-based hiring metrics, has taken center stage. Often understaffed and under pressure, we are racing to fill positions and refill positions just to keep our organizations from falling too far behind. And yet, to truly add value to our organization, we must meet this speedy challenge without sacrificing quality of hires (otherwise, they will just add to our refill count in a few months) or breaking the budge

“I don’t care what color you are or your gender or age. I just care that you are the right person for the job.” When it comes to hiring or promoting, this is a common opinion. It’s a good one. Except… Why is it, with such a common opinion, that a disproportionate number of promotions go to a specific color, gender etc.? Are people lying? Some are. But the problem is far bigger than a few people being disingenuous with their equitable intentions. Part of the challenge lurks in