My guest on this episode of Science 4-Hire is Dell’s Danielle Biddick, the company’s neurodiversity hiring program manager. She joined me to talk about what neurodiversity is, what the key ingredients of a neurodiversity hiring program are, and how Dell is implementing such a program for their workforce. So what is neurodiversity? According to Biddick,…
Big things have happened since the last episode of Science 4-Hire. Rocket-Hire has joined forces with Sova, an awesome global talent assessment provider based in the U.K. working with organizations all over the world. It was an organic union that transpired through a mutual respect for innovative ideas that are grounded in solid science.
The workplace has shifted from being an employer-centric system to employees now understanding their leverage within the workforce. The past few years have shown many companies that creating a better candidate experience is essential for retention and success. But how are they able to quantify the candidate experience?
Creating a diverse workplace starts with having an inclusive hiring process, and while more and more employers are making diversity, equity, and inclusion a priority, their hiring practices stall. Bias lurks at every corner of the hiring process, which leads to hiring managers and recruiters excluding the diverse talent that they were looking for in the first place.
The Great Resignation has taught us that employees are now willing to leave a job that gave them a negative candidate experience regardless of the consequences that could result. Now companies are looking to improve their candidate experience, but how should they start?
Everyone wants to improve diversity, equity and inclusion at their company, but most don’t know where to start. Creating actual change requires a data-driven and action-oriented approach, but kicking off such an intense project can be overwhelming.
Finding happiness at work hinges on knowing who you are — and what you’re good at. Once you can define those things, you can find your place and your purpose at your company.
In this episode of Science 4-Hire, Hershey’s Alicia Petross shares how the candy giant’s inclusive hiring practices are resulting in big DEI wins.
What is the best predictor of job performance? In this episode of Science 4-Hire, Bas van de Haterd shares how talent assessments improve hiring and fight bias in a tight labor market.
Selection scientists and recruiters must work as a team to find the best candidates, but their efforts often conflict. Recruiters often want to bring more people in, while pre-hire testing works to screen them out. But the data paints a compelling case for employee selection — and my guest today has no shortage of data.