Note RG: In my view, the author of this article describes his view on the de facto practice in hiring. His advice is very easy and pragmatic, accept this situation and adopt to increase your chances, whether you are hiring or applying for a job. In my view there is another way., Focus on dealing with diversity and inclusion and try to hire the best candidate, that is as a recruiter, where you are paid for. And as a job seeker, if you have a chance, I hope you can obtain the best position that fits your strengths and passion. Although the author describes an in my view undesired practice, it is still good to be aware of this happening in hiring.
By Lou Adler, May 19, 2014
When you know someone, even slightly or indirectly, the person is more fairly evaluated on factors that actually predict performance.
(Note: please read the post before you say it’s about nepotism, who you know, unfair, or throw your hands up and complain. Stop being a victim! The point of the article is to suggest that if you break the ice first, get a referral, or set-up preliminary exploratory calls first, job-seekers will be judged more fairly. If you don’t do these things, job-seekers will be assessed on their presentation skills, personality and their skills solely. This is what’s unfair. The article describes how to level the playing field so everyone is judged objectively.)
by Maria Popova
Those who travel with the current will always feel they are good swimmers; those who swim against the current may never realize they are better swimmers than they imagine.
Biases often work in surreptitious ways — they sneak in through the backdoor of our conscience, our good-personhood, and our highest rational convictions, and lodge themselves between us and the world, between our imperfect humanity and our aspirational selves, between who we believe we are and how we behave. Those stealthy inner workings of bias are precisely what NPR science correspondent Shankar Vedantam explores in The Hidden Brain: How Our Unconscious Minds Elect Presidents, Control Markets, Wage Wars, and Save Our Lives (public library) — a sweeping, eye-opening, uncomfortable yet necessary account of how our imperceptible prejudices sneak past our conscious selves and produce “subtle cognitive errors that lay beneath the rim of awareness,” making our actions stand at odds with our intentions and resulting in everything from financial errors based on misjudging risk to voter manipulation to protracted conflicts between people, nations, and groups.
BY WILL YAKOWICZ
A new study finds that when equally qualified male and female candidates apply for a job, managers are much more likely to hire the man.
Are you aware of your own gender bias when you’re hiring?
A recent study, published by Proceedings of the National Academy of Sciences, finds that managers of both sexes are twice as likely to hire a man as a woman.