Related Posts
Bowl Leader
Hi Fishes,
I have cleared all interview rounds and done with HR salary discussion since more than 2 weeks in Infosys...in there career portal still its showing review in progress from last one week...not releasing the offer letter.....how much time they will take to release the offer letter???Infosys
More Posts
Bowl Leader
Ladies, how much makeup do you wear to work?
Jashn-e-azaadi Mubarak to my fellow 🇵🇰!!
Hello
I want information regarding Annexure K, which is needed to submit in New organization (if PF account handle by Trust) for transferring Fund from old PF account but in my case
I am worked at two different organization, and I applied for both organizations Annexure K but I received only one Annexure K , could anyone help me in that , how I receive second Annexure K.
Thanks
Wipro
Rising Star
Additional Posts in Human Resources
The current administration has banned critical race theory-based diversity training across federal agencies claiming education around white privilege is anti-American.
As someone who is dedicated to anti-racism work, I believe these conversations on the pervasiveness of systemic racism are necessary in order to dismantle the broken system and are central to our work as HR professionals. I fear what precedent this ban will set.
Thoughts from other HR pros?
https://www.forbes.com/sites/janicegassam/2020/09/05/trump-bans-diversity-training-claiming-its-divisive-anti-american-propaganda/
I have 6 yrs of HR exp, a PHR cert & an HRIP cert. I recently left my role as an HR Rep at a tech co b/c I was working 60+/week and the stress of the job was affecting my health. I recently received an offer at a new tech co that is $10k less than what I was previously making with comments from current EEs that this new co has a better WLB. Total comp is still a lot less than my prev company. Is less comp too much of a compromise for better WLB? What have you compromised for a better WLB?
You’re miles ahead just understanding that you have bias and want to do better. Good for you.
Too many are still in denial. If you have a brain and a heartbeat, you have bias. It’s not your fault, but it is reality.
Do what you can to ignore names, addresses and other information that might lead to triggering your bias. Also, examine your “no” pile and commit to providing yourself with a solid bias free reason for passing.
Challenge yourself to have at least 2 conversations a week with candidates that you might have passed over in the past because of something on their resume that triggered a bias.
It’s a tough road. Stay the course, allow grace. It won’t be perfect tomorrow, but commit to doing it better tomorrow than you did today.
It’s hard to put it all here but I think having an extraordinarily explicit brief is tantamount to keeping a closed-loop (unbiased) process. If someone meets the brief you must take a close look at them, no exceptions. Also limit the rounds of interviews and do not look for 100% consensus. Plus a lot of ongoing communication and training on what bias is and how corrosive it is. You can also, I assume, at least use LinkedIn (not necessarily LinkedIn recruiter) in some way to help keep your database alive beyond excel. An excel sheet will become an outdated bear in no time. Good luck!
We have made great strides in standardizing our job descriptions, which is the driver of the early interview process. Our job descriptions are clearly written and the role requirements are defined. A candidate’s advancing to TA interview is based on their meeting the role requirements which is listed on our job descriptions.
Chief
Good way to ensure that is to implement blind resume review process.