As part of their effort to plan 2020 content, the Higher Education Recruitment Consortium (HERC), a nonprofit consortium dedicated to equity and inclusion in the academic workforce, put out a simple open-ended survey question to over 2,000 job seekers: “To help you advance your higher ed career, what topics would you like HERC to address in its job seeker materials?" The second-most common response – requests for how to combat ageism. Appearing 68 times in the 762 responses,

“What is your algorithm?” We were recently asked this question at the conclusion of a demonstration of our career.place anonymous candidate screening platform. There is a ton of advice now encouraging people to ask this question when evaluating technology, especially within diversity, equity, and inclusion. We’ve been providing similar advice for years. It’s critical to understand what vendor technology is doing as part of due diligence to ensure you do not inadvertently intr

With competition for talent remaining high, optimizing sourcing partnerships such as those with educational institutions, industry and discipline associations, and other communities have become a critical element to many recruitment strategies. This is especially true for those sources that feed critical roles, engage underrepresented communities, or provide a steady stream of candidates for high-volume positions. For some, these sourcing partners are also becoming increasing

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

On the surface, the concept of equity in candidate interviews is straight forward – provide everyone with the same inclusive experience and objectively judge the results. In other words, ask the same inclusive questions in the same way and evaluating the results objectively across all candidates to determine how the candidates compare. Unfortunately, this sometimes leads to rather awkward candidate experiences. “here’s your question…” “What do you mean by…” “I can’t provide a

If there is one impression to take away from the thousands and thousands of words across the career.place trainings and blogs and webinars and product content, and hiring tips, etc. is that there are a ton of options when it comes to DEI in hiring. However, with so many building blocks at your disposal to assemble the perfect DEI initiative for your talent acquisition, it can be easy to lose track. Never fear, this overview blog is here! Here is a little overview of the types

DEI Initiatives are only as good as the changes they drive. Great DEI initiatives have a measurable and sustainable impact on employee retention, engagement, satisfaction, productivity, and growth as well as the revenue, profits, product output, and other critical business objectives that those happy, productive employees drive. The key to great, impactful diversity, equity, inclusion, and belonging (DEIB) initiatives is to fill it with actionable, measurable activities each

DEI Initiatives are only as good as the changes they drive. Great DEI initiatives have a measurable and sustainable impact on employee retention, engagement, satisfaction, productivity, and growth as well as the revenue, profits, product output, and other critical business objectives that those happy, productive employees drive. The key to great, impactful diversity, equity, inclusion, and belonging (DEIB) initiatives is to fill it with actionable, measurable activities each

DEI Initiatives are only as good as the changes they drive. Great DEI initiatives have a measurable and sustainable impact on employee retention, engagement, satisfaction, productivity, and growth as well as the revenue, profits, product output, and other critical business objectives that those happy, productive employees drive. The key to great, impactful diversity, equity, inclusion, and belonging (DEIB) initiatives is to fill it with actionable, measurable activities each

DEI Initiatives are only as good as the changes they drive. Great DEI initiatives have a measurable and sustainable impact on employee retention, engagement, satisfaction, productivity, and growth as well as the revenue, profits, product output, and other critical business objectives those happy, productive employees drive. The key to great, impactful diversity, equity, inclusion, and belonging (DEIB) initiatives is to fill it with actionable, measurable activities each with

SJF Ventures, venture capital investors at the forefront of impact investing since 1999, mentions career.place's blind candidate screening tool as a Best Practice solution to improve DE&I practices. SJF Ventures recognizes blind candidate screening as an important practice for organizations to implement in order to eliminate bias in the early parts of the hiring process. Click here to view the case study. Contact us to learn how career.place can help your organization achiev

DEI Initiatives are only as good as the changes they drive. Great DEI initiatives have a measurable and sustainable impact on employee retention, engagement, satisfaction, productivity, and growth as well as the revenue, profits, product output, and other critical business objectives those happy, productive employees drive. The key to great, impactful diversity, equity, inclusion, and belonging (DEIB) initiatives is to fill it with actionable, measurable activities each with

DEI Initiatives are only as good as the changes they drive. Great DEI initiatives have a measurable and sustainable impact that go well beyond candidate and employee diversity. They have a measurable impact on employee retention, engagement, satisfaction, productivity, and growth as well as the revenue, profits, product output, and other critical business objectives those happy, productive employees drive. The key to great, impactful DEI initiatives is to fill it with actiona

Hard skills (or ‘teachable’ abilities) are at the core of so many jobs. Which means verifying that your candidates have those hard skills is critical for the hiring evaluation and selection process. This, however, presents a challenge as there is such a vast array of hard skills, covering an endless variety of disciplines and experiences. Designing advertisements for social media, operating potentially dangerous manufacturing equipment, managing a sales team, coding in Java,

“Problem Solving” It’s a common requirement for a variety of jobs. From the challenges of making a sale to the intricacies of designing, building, and marketing products, to the conundrum of operations and employee challenges – problem solving skills are useful in every crevice of many organizations. But how can you effectively test someone’s abilities to solve the specific problems of your job and organization? There are two basic approaches to interviewing for problem solvi

Have you ever played a game of Tetris, assembled a jigsaw puzzle or Lego set, or played any type of game where the object is to turn a chaotic mess of different size and shaped pieces into an orderly shape or design? Has it ever not gone well? No matter how you turn and twist the pieces, they just don’t fit. You could force them together, shoving them into place. But, if you do that, not only do you ruin the game, but you distort what you’re trying to assemble – riddling it w

Have you ever played the game ’21 questions’ or ‘guess the animal’ or similar? In these games, one person selects a thing or animal (or whatever the theme) and the other players ask yes/no questions until they can guess what the person selected. The key to winning these games is not luck (though that never hurts) or telepathy (though that would be super cool), it’s starting broad and continuously narrowing options. For example, “Is it bigger than a breadbox?” narrows the poo

Have you ever noticed how great advertisements seem to talk directly to you? They make you laugh or think or trigger some sense of recognition ‘yes, that is totally me!’. And the more that they seem to talk directly to you, the more you pay attention and perhaps buy what they have to sell. Right? Obviously, this is no accident. Organizations spend a ton of resources in the form of time and money and expertise to know you so that they can ‘speak to you’. If knowing the audienc

One of the core values of Diversity, Equity, Inclusion, and Belonging (and other variants) initiatives is to respect and empower every voice. With Diversity we are here, with Equity we matter, with Inclusion we are heard, and with Belonging we drive and influence. What better way to empower and respect every voice than to ask for feedback? However, if using feedback as part of DEI (or at all), there are three things you must do or it could end up backfiring, leaving a bitter

Where check-in meetings are fundamental for ensuring healthy, productive, on track teams and projects (as covered in our blog, The Secret to Successful Check-ins: Project/Team Status Updates), review meetings are a powerful tool for evaluating if the processes and approaches are healthy and productive. In the journey analogy, check-ins are to check “are you on the intended path”, reviews are “is this the right path?” Of course, for such meetings to be powerful, they must be u