WEEKEND LINK ROUNDUP
HELLOOO FRIDAY! HERE’S WHAT WE’VE BEEN READING, SLACKING, SHARING, LIKING & TWEETING THIS WEEK:
Employers today can receive more than 200 applicants for each position. Between 50 and 75 percent of these applicants aren’t qualified for the jobs to which they applied. Many recruiters and hiring managers don’t receive sufficient training on how to conduct a good interview and candidates are not being asked about their interview process. So, how can employers deliver a positive and effective yet efficient candidate experience as they sort through heaps of applications to find the best candidates? How can they make sure that their brand isn’t hurt in the process?
White Fragility is the thing that restricts knowledge, shuts down conversations before they start, and invites corporate white america to lie to themselves. Deliberately, words being used in the conversations surrounding White Fragility are being distorted in order to hold double meanings. Companies are stating they seek “diversity” and support “inclusion” when in fact these linguistic gymnastics are only fooling White people. People of color have been aware that corporate pushes for “diversity” are often flimsy efforts to mask sustained homogeneity, and “inclusion” is often code for tokenism. Scholars of color have been writing about the nuances of privilege and oppression for a long, long time while watching White people invent different ways to either wriggle out of, dominate, or shut down the conversation. These same scholars have also been watching White writers and educators whisper the same exact thing they’ve been shouting, and magically draw a crowd. One of many prime examples of White Fragility located in this article. The others may even scare you.
Many Talent Acquisition departments still source and evaluate candidates as if it were the plentiful days of candidates clamoring for any job during the economic recession. This includes sourcing from the same candidate pools, looking for the same skill sets, and offering the same salaries that were reduced during the recession. That’s problematic because, just as the nature of the job market has changed, so too have candidates’ abilities, desires, and approach to working.
So what techniques are needed so Talent Acquisition departments can get with the times and fill positions with great candidates?
- Engaging contingent workers
- Hiring remote workers
- Developing custom Labor Pools
- Use of retired workers
Talent managers should continue to question employees long after the initial interview to help ensure they’re happy and productive. Too frequently, the interest talent leaders demonstrate when determining if candidates should be extended an employment offer runs dry when they join the team. Research consistently suggests that employees across all five generations that make up today’s workforce want their bosses to get to know them!
Don’t assume all teams share one “organizational culture.” An organization often contains many cultures. This is true even if your organization is located entirely in one country, or even at one site. Because each business unit or team may have their own subculture, working effectively across the organization requires skill in working across cultures. Doing this requires three steps:
- Understanding what culture is and how it works
- Identifying the cultures of your team and the teams you work with
- Designing how you and the other teams will work together
Building your own team? There’s an app for that. Try Unitive today!