Polymer

Is first impression bias unknowingly impacting your hiring decisions? Learn how to overcome it for a fairer hiring process.

Vendpark.io is hiring for several roles in Marketing, Engineering and more - check it out https://lnkd.in/gzF-JdTg Work with them on an innovative platform which helps make managing parking easier on everyone - real estate owners, tenants, and visitors.

The concept of keeping politics out of the workplace seems to be a thing of the past. 40% of Gen Z and Millenial workers would leave a job due to political differences in the workplace. This puts employers in a tricky place when hiring. Realistically, how can you know if a candidate would quit in the future over politics? Do you attempt to implement policies that keep the workplace politically neutral? Or is political alignment becoming part of culture fit when hiring? source: https://lnkd.in/gnF-PwpG

Employers, what kind of job application process do you ask your candidates for? Candidates will abandon a job application if ... 28% will abandon an application if required to entered the same information from the resume manually (think job experience etc.) 27% will drop the application like a hot potato if required to join a talent network 18% will jump ship if required to create a talent profile 17% are out of there if required to register to apply Based on the 2024 Jobvite report the list above are the most likely to turn off applicants.

If you're in Tech, you've probably heard of the Agile development process. But why stop at software? Agile methodology can actually make your recruitment process smoother too. By breaking down hiring into clear phases and prioritizing feedback, you can tackle obstacles quicker and find great candidates more efficiently.

The best interviews aren't interrogations - they're dialogues that encourage candidates to engage and share their unique perspectives. What surprising questions have led to your best hires? Which ones do you wish you'd never asked?

Warren Buffet on hiring people with integrity: "Somebody once said that in looking for people to hire, you look for three qualities: integrity, intelligence, and energy. And if you don’t have the first, the other two will kill you. You think about it; it’s true.”

The team at Sift is doing some mind blowing work! And they are hiring roles in Sales & Marketing, Design & User Experience, Software Development. Check out their careers page here: https://lnkd.in/gBiSKwtT

AI in hiring: Friend, foe, or something in between? 🤖💼 We've all heard about AI bias in resume screening. But what if there's a better way? Eric Dahlberg's recent experiment caught our eye. He used AI to create custom screening interview questions and requested candidates have a screening conversation. Candidates could do it as many times as they liked and provide the transcript they liked best. He used AI to help with hiring, but ultimately kept humans in the driver's seat for decision-making. Could this concept be the sweet spot between efficiency and fairness? Check it out: https://lnkd.in/d-H8QyyY What's your take on AI in hiring?

Alarmingly, 24% of workers admit to having left a job with the first 90 days of starting a role. Why does this happen? Reasons cited include poor company culture (47%), distrust of company leadership (31%), and limited career advancement (28%). Could this be avoided? Often, yes! All 3 reasons above may be the result of misunderstandings. A well designed, specific, and open hiring process is the key to mitigating this issue. The company should clearly define and communicate to the hiring team the details and expectations of the role. Candidates should make sure they understand and have questions prepared about items which could be dealbreakers. Statistics source: Keeping Pace with the Perceptions of Modern Workers 2024 Employ Job Seeker Nation Report