I’m going to start with the conclusion: Non-binary and gender-diverse people should be accounted for in your organization’s data. By working with your internal experts – employee resource groups, DE&I team, Talent Attraction and Legal – or calling in external experts, you can develop optional demographic questions that satisfy federal… Continue reading »
Recruiting: It’s the new marketing. French writer Jean-Baptiste Alphonse Karr wrote, “plus ça change, plus c’est la même chose.” The more things change, the more things stay the same. That concept can be applied to business too. Since the dawn of time, business has been based on making money by… Continue reading »
Words are powerful things. When deployed clearly and effectively, they can propel new ideas forward and motivate social change. Unfortunately, they also can bring more confusion than clarity and lead reformers down the wrong paths. We run that risk with the use of the word “skills” in the current debate… Continue reading »
In 1973, John R. Coleman — then president of Haverford College and a respected labor economist — took a sabbatical. Over the course of those few months, Coleman dedicated his time to working menial, blue-collar jobs on an incognito basis. He made sandwiches, worked farm fields and dug ditches. It was part intellectual inquiry… Continue reading »
Two sales executive candidates walked into an interview with the CEO at one of my client companies. The first candidate was in the prime of her career, boasted strong credentials and had a dynamic presence. The second was in the latter stage of his career, had lesser accomplishments (proportionally to his… Continue reading »
If you’re interviewing for a job at a startup, the process can be worlds away from the hiring experience at large-scale firms and corporations. Startups, especially those that have not yet raised funding, have very little margin for error in their hiring process. Given their lean operations and generally tight… Continue reading »