Blind Recruitment – The Way to Overcoming Bias in Hiring?

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Partiality. Prejudice. Bias.

They’re ugly words in any circumstance. Uglier still even when applied – even unconsciously – by a human resources professional when considering a candidate keen for a job. Yet interviews, even those conducted by the most seasoned, cautious and responsible hiring professional, may inadvertently be tainted by unintended preconceptions.

But what if, in the hiring process at least, we could overcome all of our preconceived notions? What if we could distill the hiring process so we recommend or hire based purely on each candidate’s merits?

Yes, this is a radical notion that flies in the face of standard practices. Yet it could work, and is working, in fact. Read how.

The Surprising Benefits of Hiring Older Talent

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Employers ignoring the many thousands of highly qualified tenured candidate applying for your open requisition may be denying themselves a great opportunity.

Seasoned Baby Boomers seeking to remain or re-enter the workforce offer loyalty, experience, the opportunity to mentor other staff, and numerous other attributes you may not find elsewhere, and probably at a most agreeable price.

Take a look at this article and see if you agree there’s a very savvy, steady and hard-working legion of talent you may want to give a second look to.