September 30, 2016

This week in the workplace: Bottom lines and building a successful team

This week in the workplace:

Bottom lines and

building a successful team




Ever felt like every single article on your TL should be reposted and reshared because the content was so good? That’s been this past week for me, so I rounded up a few more than usual. Enjoy!


Silicon Valley Business Journal spotted Unitive’s very own VP of Marketing, Rachel Chalmers, attending the STEM Workforce Diversity panel at Game Changers 2017 where she told attendees that diversity is about the bottom line and talked about how to use Unitive as a tool to make hiring better. Chalmers said, “Organizations that don’t throw more than half of human potential on the floor during the hiring process will outperform organizations that do.”

Think about it for a second: do you get more excited about hiring a candidate who went to the same school as you instead of one who didn’t? Or, what about one who seems familiar – they talk, dress, and have the same values as you? I mean, who wouldn’t want to work along someone who they have similarities with? Well, that’s great if you organically find you and your co-worker have the same taste in music or both went to Ivy Leagues but if you hire them because of this then you’re unconsciously being biased. Business Blogger, Vivian Giang delves into a list of unconscious biases (4 Unconscious Biases Hindering Your Recruiting)

and proposed multiple awesome solutions but Unitive Teams is the one stop shop to each problem on the list. Check it out here.


If you use gendered words in Job Descriptions, expect way fewer applicants.

The hiring process begins with a great job description. To be great it must be as appealing as it is informative. New research found in this article from ZipRecruiter indicates that using traditionally gendered words in job postings can cost employers a great amount of potential applicants who feel unqualified for the gig or uninspired by the description.

Let’s talk about the workplace and all things culture-related, including how a candidate chooses to groom their hair. The court of appeals ruled dreadlocks legal to discriminate against, stating “race-neutral grooming policy” was not discriminatory as hairstyles, while “culturally associated with race,” are not “immutable physical characteristics.” In essence, traits in a person’s appearance that are tied to their culture but are otherwise changeable are not protected and can be used to deny job offers. Even an extra five pounds can hurt your job chances. A new study from the journal Plos One found slight weight gain can hurt a job seeker’s employment chances — especially a woman’s.

Fascinating new research suggests that the single best predictor of the success of a team is a property called “idea flow”.If a group member discovers a new great way to do something, that knowledge is quickly passed on to the rest of the team allowing the group to take full advantage of the unique specialties and backgrounds of each member.

This could help explain why retention strategy is recruitment strategy. Do you want to throw your money into a bottomless pit? That’s what companies are doing when their retention strategy isn’t viewed as their recruitment strategy. Intel’s Danielle Brown, Chief of Staff to the CEO and Chief Diversity and Inclusion Officer described it this way: “The workforce has changed so drastically. We are moving from a culture that required people to come in and do work and leave themselves at the door, to a culture that addresses the whole person.”

There’s no right and wrong decision when it comes to deciding between an inside or outside hire. There are, however, right and wrong ways to go about making the decision. If you keep these guidelines in mind when making a staffing decision, you’ll be on the right track:

  1. A Fresh Set Of Eyes Can Do You A World Of Good
  2. Don’t Sacrifice Unity For Shiny Object Syndrome
  3. Keeping Rockstars Is Key