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Minimizing the Influence of Unconscious Bias

February 20th, 2020

One of the biggest reasons for employee turnover is that they just don’t fit within the company culture. Needless to say, it’s important then that hiring managers consider not only the qualifications for new hires but also their ability to fit within the already-established company culture.

Unfortunately, too much focus on company culture can lead to unintentional bias when hiring, and that also has ramifications, including missing out on fantastic talent for your company.

So how can you navigate the balance of being inclusive for qualified candidates while still being mindful of company culture?

Minimize Unconcious Bias for Your Hiring 

Life experiences, background, and upbringing can all play a role in the fostering of unconscious bias. This makes it especially hard, even for good-natured people, to eliminate its influence during the interview and hiring process. Thankfully, there are a few things that companies can do to minimize the impact of unconscious bias. Following this advice can help you make qualified hires that fit within your company culture, as well as staying inclusive.

Provide Staff Training

The best way to tackle unconscious bias is to make your staff aware of it in the first place. Raising awareness of it and its impact on everything from recruitment to workplace culture, to business success, will help people begin to combat it. There are both online and in-person workshops to help people identify and work through any unconscious bias they may have. They will also learn more about legal implications and strategies to create a more inclusive workplace.

Use Inclusive Job Descriptions

It makes perfect sense that another place to minimize unconscious bias in the hiring process is in the job description itself. Excessive, industry-specific jargon can deter highly skilled and qualified workers who are outside of the industry. This could mean that you miss out on star talent for no reason except word choices. You should also separate essential and required skills from desired or special skills. This can widen your pool of candidates who are still qualified but less likely to apply unless they meet every criteria. 

Bring In Outside Hiring Perspectives

To have a more balanced and inclusive hiring process, consider bringing in outside hiring professionals to help with recruiting and interviews. They can create a shortlist of candidates as well as sitting in on the interviews for a more diverse perspective.

Find Qualified Workers for Your Company

Concorde Personnel is the Tri-State area’s most trusted staffing agency.  Contact us today to find qualified employees to help your company succeed.

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What Does “We’ll Keep Your Resume on File” Actually Mean?

December 28th, 2015

All job seekers have heard it before – “We’ll keep your resume on file.” Most of us interpret this as a polite way to say “Thanks but no thanks,” but there is always the tantalizing possibility that someone will reference your resume in the future and offer you a job out of the blue. So what does this overused phrase actually mean? Should you look elsewhere or hold out hope? It all depends on the job and the company, but usually this phrase means one of three things:

“We Like You as a Candidate, but Not for This Job”

There are some job seekers who have a lot of impressive credentials and interpersonal skills but simply aren’t the best fit for the job they’ve applied for. In this case the hiring manager may be legitimately interested in keeping you in the recruiting orbit, but doesn’t have a job to offer right now. You should only come to this conclusion if you have had at least one interview that you felt went well and received warm sentiments when you reached out to the hiring manager subsequently.

“There Was Never Really a Job Available”

Too often recruiting is more about optics than efficiency. Companies will often initiate a perfunctory recruiting process knowing the entire time that an internal candidate will be tapped to fill the role. That means you likely haven’t been vetted very closely and the offer to keep the resume on file is simply a polite sentiment. The good news, however, is that while you didn’t dazzle, you didn’t make a bad impression either. You should feel welcome to apply for future opportunities and can use your previous experience to demonstrate a longstanding interest in the company.

“Please Do Not Contact Us Again”

After an interview, it’s appropriate to follow up once but not more than that. There are a number of professionals, unfortunately, who haven’t learned this lesson and incessantly reach out to hiring managers post-interview. They will often get the resume on file line simply as a way to sever the string of contact. If you proved yourself to be a bit too eager (be honest with yourself), you should give up on this opportunity and look elsewhere. Use the experience as a learning opportunity and find a better way to demonstrate your enthusiasm.

No matter which of these responses applies to you, one thing is clear – you’re going to need to continue your job search. Don’t be deflated, just do things better. Access resources from The Concorde Group to help you find superior job opportunities in Westchester NY and get your foot in the door faster.

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