Ongig
JULY 2, 2020
They include racial bias in job descriptions, candidate screening, interviewing, job offers, and background checks. Racial Bias in Job Descriptions. Racial bias in hiring starts with the job description. Even if it is unconscious, many companies have job descriptions with racial bias.
COATS Staffing Software
MAY 16, 2023
It is difficult enough for your recruiters to get an accurate job description from your client, post the job opening to acquire good candidates, select the top applicants, and schedule interviews. Heck, many are fortunate these days to even find enough candidates to apply to each of their open roles.
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Ongig
AUGUST 13, 2020
” In December of 2004, Los Angeles County relabeled their computer documentation to remove the alleged slur and according to The Global Language Monitor, “master/slave” made the annual list for the Top Politically (In)correct word of the year. Database Administrator job description. WHY I WROTE THIS.
Ongig
MAY 6, 2024
The examples of unconscious bias in job descriptions are rampant. The bad news: your job postings likely have some bias. You can eliminate unconscious bias in job descriptions manually (see tips below) or through a solution like Ongig’s Text Analyzer software. I’ve included 14 examples below.
Recruiting Daily Advisor
OCTOBER 25, 2022
as a human resources business partner (HRBP) from 2004 until August 2017. Each applicant was also asked the same five questions and underwent an interview with a three-person hiring committee. Because she was unable to provide compelling evidence to support her claim, the Third Circuit wouldn’t overturn the district court’s decision.
Ongig
JULY 28, 2022
They’ve only been around since 2004. Bethaney Wilkinson interviews guests from underrepresented groups to learn about their real-life experiences. Hosts Amy Bernstein , Amy Gallo , and Emily Caulfield interview experts on gender, and tell stories about their own experiences of gender discrimination in the workplace.
Recruiting Blogs
JULY 23, 2021
Research of professor Binna Kandola, co-founder of Pearn Kandol found out that in two resumes with the same qualifications, one with names that “seemed to be a white person”, was about 50% more likely to be offered for an in-person interview than those whose name seems to be one of the minorities. Racism in In-person Interviews.
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