June, the month of Pride. Vibrant colors decorate logos, marketing campaigns, and advertisements; the rainbow marking solidarity and support of the LBGT+ community. It is beautiful, it is emotional, it is temporary. Celebratory months like Pride, Black History, Mental Health Awareness, Women’s History, etc. are a perfect catalyst to spark interest, focus, and intentional inclusion. But, to be truly impactful in our efforts to engage, include, and celebrate, we must go well be

Imagine what it would have been like if the first math class you ever took introduced calculus or the first science class jumped into quantum mechanics or the first book you were ever handed was Shakespeare. That is absurd! No one can learn calculus without first learning numbers and how to add and subtract them. No one can learn quantum mechanics without first understanding the basics of particles and motion, and no one can understand Shakespeare without first learning the l

While a new employee starting on their first day marks the end of the Talent Acquisition (TA) process, it is only the beginning for that individual and the organization. Their value, impact, achievements, all stretch out in front of them, full of promise and potential. You create a TA program that is an inclusive, engaging, equitable experience for candidates that promotes and drives diversity and excellence. However, how frustrating will it be if it results in employee paths

“Why” is a common theme on the career.place blog. “Why” is the trick to refining job requirements and identifying transferable skills. It drives prioritization and selection of initiatives, technologies, and candidates. It’s behind creating exciting job descriptions. It’s what brings meaning to our work. “Why” is so critically important to so many aspects of what we do. And yet, we often skip the most fundamental “Why” question of any DEI effort. “Why do we want Diversity, Eq

REDUCED TIME TO HIRE With career.place, Launch That reduced its time to hire 66%, down to just 17 days from their previous average of 53 days. Even accounting for an outlier job (a pesky lingering position that took over two years to fill) using their previous process, the average time to hire was still a 63% reduction. Career.Place didn’t stop there. IMPROVED CANDIDATE EXPERIENCE With so many applicants, Launch That was falling into the ghosting challenge, with some candidat

Congratulations to the JazzHR team for releasing their 2021 DE&I Playbook! The 2021 DE&I Playbook is a practical, actionable guide designed for small to mid-sized businesses. Check out the free ebook for practical tips on supporting internal mobility, creating a hiring rubric, and measuring and evaluating DE&I progress. Click here to request your copy. #NoBias #diversityandinclusion

DEI impact does not stop when a candidate is hired. I know what you’re thinking – of course that’s true, especially as most of the employee’s experience is what happens after they’re hired, not before. Unfortunately, for many in Talent Acquisition, this presents a problem. We can control (to some degree) what happens within our domain to ensure that hiring practices are as diverse and equitable and inclusive as possible. But many of us have little say over what happens once o

“What is the difference between diversity, equity, inclusion, and belonging?” A common question for those new to the D&I conversation, and for many who are not so new to the conversation. The answer is both simple and vastly complex as it’s full of nuances and subtleties seeped in human behavior, perception, and assumptions. To infuse emotion and nuance into answering this question, we turn to analogies. One of the most common is “the dance”. “The dance” as an analogy to D&I

You’ve done everything you can – expanded your active and passive sourcing, removed every extraneous requirement, added generous relocation packages, benefits plans, and competitive salaries. But, with it all, the diversity is just not there. That nagging thought you’ve tried so hard to avoid comes bubbling back up: “There are no [demographic here] for this job.” Now what? Now you have an opportunity to become part of the solution to address the gaps in the candidate pool it

When it comes to hiring, there are those times when all the stars align and that single, perfect candidate pops out as the obvious and only choice. However, often, the stars align multiple ways and you are left with several great candidates that are great for different reasons. After careful and objective evaluation, you are left with a hard choice – the candidate that is strongest at the job, the candidate with the best potential, the candidate that has the most perfect cult

The desired: You select the topic of interest, put a tiny disk into a tiny slot and press upload. Knowledge floods into your head – every technique and trick and cool move all perfectly organized for total recall. “I know kung-fu.” With perfect mastery, you kick and tumble and flip through the air, dueling in such an exciting match, the spectators are at the edge of their seats. Your limbs blur, your opponent backs away struggling to block punch after punch. The duel ends wit

Return on Investment (ROI) is a highly valuable metric with a variety of uses. From convincing your boss or the c-suite to invest in the next big initiative to comparing the value of process improvement options, to showcasing how amazing your team is, ROI is at the center of it all. So… what exactly is ROI? The equation for calculating Cost ROI is: …. JUST KIDDING! At its core, Return on Investment is simple. It is simply the return (value) you get for an investment (cost) yo

Melissa Dobbins, CEO of Career.Place, was recently featured in the International Association for Human Resources Information (ihrim.org). Her article, The power is in the 'Why', features actionable insights when evaluating technology. Check it out here. #NoBias #diversityandinclusion #hrtech #IHRIM

In the 1980s there was a beloved secret among Nintendo game enthusiasts called the Konami Code. With this code you could unlock all sorts of cheats and extras in various games. Without it… well, you died more… a lot more. Up, up, down, down, left, right, left, right, B, A, Start The lucky ones who knew the code won far more often and more easily and with greater point scores than those who didn’t. It doesn’t seem fair, does it? So much advantage to those in the know vs. those

“And I know that we can be so amazing And being in your life is gonna change me And now I can see every single possibility…” Michael Bublé’s optimistic lyrics tell of fantastic, life changing love that is perfect in every way except one little detail… “I just haven’t met you yet.” What would happen to this beautiful future if that moment never comes? The day I met you It was the early 90s and I, along with group of other young teen-aged girls, were crowded into a conference

“One of the first and most important lessons I teach people new to Talent Acquisition is how important it is to say no,” said Jim D’Amico, head of Talent Acquisition of a fortune 500 chemical company. Jim held his hands palms up, perfectly framing his signature bowtie as he continued. “Most of us in TA are people-oriented, we like to please our customers – the hiring managers.” He lifted one hand higher. “But, if we are always saying yes and doing what they want in the moment

Superstar athletes were not amazing the first time they walked onto the field. A-list actors did not draw tears the first time the took to the stage. And fortune 500 CEOs were not effective leaders in their first leadership jobs. No matter how strong the raw talent and gifted the individual, greatness comes with practice and experience driven by a constant stream of feedback from coaches, teachers, mentors, peers, audiences, and customers. TA processes are no different. A gre