"More than ever, recruiting agencies, HR departments, and business leaders have felt the need to diversify the workplace. But hiring managers and recruiters remain largely in the dark about the specific stages of the hiring process where candidates feel unsupported and loss of talent occurs. The Equity Edge addresses the hurdles that face diverse groups of job seekers and employees. At each stage-finding, attracting, engaging, selecting, and developing talent-managers need to challenge their idea of who is qualified for a job. Readers will learn about: the concept of "life events biases" we can have, from pedigree bias to competitor bias and professionalism bias; the importance of having an employment brand that is separate from your corporate brand; howto take into account a person's Lived Experience Quotient (LEQ), the diverse knowledge, skills, and abilities that they've gained throughout their lifetime; how to move from attempting to be bias free (impossible) to a more pragmatic bias-aware model. This book helps experts, leaders, and recruiters make better decisions on who to hire and how to keep great talent"-- Provided by publisher.
From a well-known consultant and speaker, a must-read (Kevin Grossman) guide to identifying the pain points along the hiring and talent-development process, where bias keeps managers and recruiters from making better decisions More than ever, companies are scrambling to diversify their workplaces. But hiring managers, HR departments, and recruiters remain largely in the dark about how to do this.
The Equity Edge lays out the hurdles that face diverse groups of job seekers and employees. At each stage of the hiring and retaining process
finding, attracting, engaging, selecting, and
developing talentmanagers need to challenge their idea of who is qualified for a job, and potential employees need to know how to navigate the pitfalls of bias.
?
Readers will learn about:
- The concept of underexplored biases we can have, from pedigree bias to competitor bias and professionalism bias
- The importance of having an employment brand that is separate from your corporate brand
- How to take into account a persons Lived Experience Intelligence (LEI), the diverse knowledge, skills, and abilities that theyve gained throughout their lifetime
- How to shift from an unrealistic bias-free ideal to a bias-aware model that promotes proactive acknowledgment and constructive action
This book helps experts, leaders, recruiters, and job seekers make better decisions as they navigate the employment cycle.
