Before we hop in, let us introduce ourselves. The content you find here is written by our expert team of Recruiting professionals and Dionne (who’s not a Recruiter, but the Marketing & Communications Strategist responsible for getting you here. She’s alright. I mean, you’re here, aren’t you?)
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marketing & communications strategist
Walmart is, I think, the latest major corporation to roll back Diversity, Equity and inclusion initiatives. Many think this is largely a reflection of a shift to the right in the political landscape.
Other companies to either be thought leaders or crumple under the pressure of public pressure are Harley Davidson, Lowes, Ford motor Company and John Deere.
I was reading this article on LinkedIn about soft skills and some excellent questions to ask to do a deep dive on assessing soft skills and then I started reflecting.
First off, what are soft skills?
Resistance to change is well documented in organizational development. There are a number of reasons listed below and some thoughts on how to overcome them and encourage people to face up to their biases and make that unconscious bias more conscious.
I spend way too much time reading blogs and articles on the job search, and recently I’ve spent way too much time writing some of that content myself. And everything seems to assume you just jump right in and off you go.
Advances in psychometrics and talent analytics have unlocked new ways to measure team chemistry. Powerful assessments like The Predictive Index measure social traits and cognitive functions across four key dimensions.
Using behavioral science to help you close the gap between where you are and where you want to be isn’t just smart – it’s almost part of your job description – so use the tops in this blog to stand out from the pack. You can hire smarter, faster, and better for every role you touch – and it starts with behavioral science.
LinkedIn is the largest candidate database out there, 780 million users, all data is self reported so is extremely reliable. That last phrase “self reported” is the kicker here, if you don’t report it then nobody will know but just like every marketing effort, you also need to think about how you get found, ie how you start to rank higher in any search.
Here at Gateway we use behavioral profiles to complement the skills and experience selection criteria that have been in place since Moses was a little boy. It’s not the resume that you’re looking to show up for work but the whole person so it’s a good idea to understand WHO that person is.
Gareth’s lazy post. Rather than write something myself I thought I’d just tell you to go read somebody else’s stuff.
Femi Otitoju said ”if you have a brain, you have a bias”.
And we have a whole selection of flavours of bias to choose from. This article lists out 50 cognitive biases you can be aware of, but we can settle on around 10-12 as core culprits.
So just in case you haven’t heard, there’s this pandemic thing going around and that has, to a very large extent, altered the way that we recruit and select candidates.
Between bots, AI-written resumes, and the sea of auto-apply options available on hiring websites, you’ve gotta’ know what to put on your resume to stand out.
We’ve seen the term getting thrown about quite a bit lately, The Great Resignation, but in fairness it’s not just record numbers of resignations but a bit of a perfect storm of increased resignations, layoffs at the beginning of the pandemic and increased rehiring at the moment.
So let’s look at the practical uses of it. We use behavioral data to not only select the best candidate for our client but also to ensure that it is the best employer for the candidate.
So just in case you haven’t heard, there’s this pandemic thing going around and that has, to a very large extent, altered the way that we recruit and select candidates.
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