WEEKEND LINK ROUNDUP
HELLOOO FRIDAY! HERE’S WHAT WE’VE BEEN READING, SLACKING, SHARING, LIKING & TWEETING THIS WEEK:
Hiring innovations aren’t unique to software startups: industry leaders are changing their approach to talent acquisition, too. Forbes contributor Robert Reiss interviewed executives from Aflac, Kaiser Permanente and IBM and found that no longer are these enterprises just looking for the right skills; instead, they look at the whole person, “the talent,” to ensure they’re going to be successful in the company and culture.
When I got hired at Unitive, I initially spoke with the VP of the company. Although he alone could have decided if he wanted to bring me onto the team, he had me interview with three separate departments of the company to ensure that I was a good culture fit and did not only possess the skills for the job but would also thrive in the working environment. That is what all companies should be doing. According to this article, the wisdom of the collective is better at determining how a new hire will fit than any single member of the team.
Facebook unveiled its latest diversity hiring efforts last week and its explanation for said data was not well-received. Facebook’s head of diversity told the Wall Street Journal that a lack of skills among minorities was the prime reason the social media giant was having trouble moving the needle on its company-wide diversity data (black and Hispanic workers make up 2% and 4% of its overall workforce respectively). Fortune brought up a 2014 USA article that reported universities were graduating black and Hispanic computer science and computer engineering graduates at double the rate that leading technology employers hire them. Facebook’s reasoning definitely sound like excuses and the company’s social media critics weren’t thrilled.
“…you can start to detect innovators during the interview process by crafting questions that target innovation traits: resilience, emotional stability, flexibility, openness to new experience, and empathy. For example, to help assess divergent and convergent thinking, you might ask the candidate to come up with a multitude of varying solutions to a problem and then see if they are able to draw connections between those solutions to find a novel approach. If you want to test a person’s empathic abilities, have them create a persona for a new product or ask them to tell a story about a day in the life of a potential customer to see whether they can take on the perspective of someone else. Both exercises will give you valuable clues as to how well the applicant can connect with others…”
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