Interviews are our most decisive forms of candidate assessment—yet they're poor predictors of performance, because they’re exchanges between human beings, with all our biases. Here's how to reduce that bias for better, more equitable hires.
The "pipeline problem" is a myth we maintain so we don't have to look at the biases in our own hiring processes. It's time to look elsewhere.
Last week, Gem’s Recruiting Program Manager Georgena Frazier led a webinar on Diversity Sourcing Strategies. Here's the Q&A from that event.
Underrepresented talent will be looking for cues about your commitment to DEI in your messaging. Here are 3 examples of diversity recruiting outreach.
Given their role, talent leaders have an especially important part to play in a company's diversity, equity, and inclusion initiatives. Here's how.
Aubrey Blanche recently discussed how companies can redesign systems to build balanced teams with proportional representation. Here's the webinar Q&A.
Diversity isn’t about quotas; it’s about lives. Here are the cues underrepresented talent will be looking for that show your org is a safe place to land.
Writing an inclusive job description may demand recruiters and hiring managers reexamine what a job description “looks like.” Here are 7 tips for doing so.
"Culture add," "cultural impact," "culture fit." Here are some suggestions for how to hire for culture—no matter what word you follow it with.
