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Showing posts from 2020

Why Men Still Get An Unfair Advantage Finding New Jobs

A large scale research of 10 million candidate profiles conducted by Talenya reveals why men still get an unfair advantage finding new job opportunities.   It’s 2020, and women are still being paid 79 cents to the dollar as compared to men, with women making up only 40% of managers. Deep structural problems exist, starting with the hiring process. The problem is twofold - arising both from the way candidates are recruited as well as the presence of implicit bias when viewing candidates. It isn’t that there aren’t qualified women in the pipeline, it’s that recruiters find and accept candidates who write resumes and professional networking profiles in a certain way -- the male way. Discrimination based on how people write their resumes is apparent in both human recruitment and improperly trained AI-powered recruitment systems. Amazon scrapped their recruiting AI after finding that there was gender bias, specifically related to certain language used by male candidates as opposed to fema

"Be Intentional, Get CEO Engagement and Leverage Great, Measurable Technology" says Top 100 Diversity Trailblazer Michele Shelton

Michele Shelton , a DE&I advocate, speaker, and consultant, shared insights regarding the current state of Diversity and Inclusion as part of Talenya’s Diversity Series . Ms. Shelton begins by explaining that companies'  D&I strategies are focused on new issues in Race , Gender , and Class . While race and gender have been long standing issues in diversity and inclusion, sensitivity toward these factors are evolving. Racial inclusion has been an increased concern as a result of an eruption of recent protests surrounding racial justice. Companies are also expanding issues related to gender, including the needs of the LGBTQ+ community and even issues affecting men with respect to their roles within the workplace, outside of the workplace, and issues of fatherhood at home. New trends in D&I are developing within major companies around class, especially amidst the global impact of COVID 19 . “The world is seeing the impact of the pandemic highlighting inequities, which ha

I believe in Talent: Top Diversity and Inclusion leader Fields Jackson on today’s D&I Trends

Talenya is pleased to have had the privilege to sit down with Fields Jackson, CEO of Racing Toward Diversity Magazine and D&I influencer. Fields gave his key insights on the trends in Diversity and Inclusion, as well as his understanding of how businesses can improve recruiting and retention of diverse candidates.  Mr. Jackson shares the three biggest trends in diversity right now: 1) an increased interest in the importance of diversity, 2) an understanding that it drives better business, and 3) the impact of technology in leveling the playing field so all talent can be found. He explains that while companies knew their employees in a work setting, they had rarely realized the realities of the lives of many employees until recently.  “I’ll go back to the George Floyd incident. I think that sort of crystallized what folks in my community have been talking about for years.”   People are starting to understand and care more about what is going on in the communities of minority employ

Diversity in the workforce – Artificial Intelligence (AI) comes to the rescue

According to a  study  published by McKinsey & Company, every 1% rise in the rate of diversity is associated with an increase in revenues of between 3% and 9%. We all know how important it is to have diversity and inclusion in the workforce, and not only for financial reasons. Yet in the US, some 97% of companies fail to reflect the demographic composition of the country in their senior leadership and workforce.  Most companies want to increase diversity, but unfortunately, the talent sourcing tools that are available today are highly limited, and even discriminatory. There are several reasons for that:  Limited talent pool  - Traditional talent sourcing tools (like LinkedIn) have a limited reach to talent. Candidates are often active on multiple sites and leave important data, to which single source tools lack access. Diversity specific job sites and resume databases are limited to active job seekers, eliminating passive, qualified, and diverse talent. Discriminatory search techni

The New Normal is Fostering Outstanding Innovation

In the first of our series of interviews with HR executives discussing the COVID-19 crises, we sat down (virtually…) with Adam Levy to discuss this topic from his perspective. As a key leader in a global market research company, Levy was able to provide insights on a macro level, as Nielsen is continuously tracking the impact of COVID-19 . Q: Can you describe how you realigned your TA operations in light of COVID 19? A: We have refocused the team to focus on 1) ramping up workforce planning efforts, 2) focusing on understanding future needs and difficult to fill roles, and 3) building pipelines for those roles.  As the team is working on new policies ahead of an eventual return to work and reopening of offices, we came to realize that companies cannot rush to get back to normal, because “normal” as we know it will no longer exist. We really need to be thoughtful in terms of what the new normal looks like”. That means being clear on essential vs. non-essential work, managi

The Limitation of "Boolean" in Talent Sourcing

I did a search on LinkedIn for a “Java Software Engineer” in New York City. I entered that job title as a keyword (under Job Titles) and LinkedIn suggested that my talent pool was 2,059 candidates. Then I added a skill and my talent pool decreased to 1,956 candidates. When I added another skill, my pool increased. This is the nature of Boolean search. Every candidate that has at least one of the requirements is brought up in the search results. If you want the skills to be additive (X and Y), you need to write a compound Boolean search string rather than just adding the skills from the LinkedIn menu. I wanted to reduce my targeted talent pool and added “years of experience” range. The pool tanked. The same happened when I added “education requirements”. It was not clear what I should do at this point. I didn’t know what to change in my search in order to maximize my pool while maintaining the quality of the candidates in my search results. Was it a specific skill or the combin

The 5 Biggest Pains When Talent Sourcing. Learn why and how to avoid them.

Ouch, Crush, Bang, Ack, Urg - Talent Sourcing can be painful - even with  today's AI tools . “This platform gives me too few candidates without all of the skills. That list is full of people who just started at a new job and probably won’t move. This site only shows senior people for this mid-level job.  Bottom line, why do the available tools bring me so many irrelevant profiles?” As talent acquisition professionals, we know we lack  time . We are super busy searching, evaluating, scheduling, and mediating with candidates. On top of this, we have to manage the hiring managers: their requirements, changing minds, interview pipelines and more. There isn’t enough time, especially for us to do what we do best: using our unique perception skills as super-connectors to relate to and interview candidates. It is often surprising to step back and think that this general pain, lack of time, is often exacerbated by the technologies that are supposed to be making our lives easier. The

The Importance Of Evaluating AI Talent Sourcing Tools Now!

Gone are those days..... when job seekers marched into offices with a printed resume in hand, when candidates were hired after completing handwritten applications in a waiting room, and when HR departments had to rely on the country club Rolodex of an industry headhunter to fill high level positions. Here are the days... when recruiters use technology to make their lives easier and more efficient. .. Online applications, search engines, scheduling assistants, applicant tracking systems, and keyword searches have become a way of life for talent acquisition managers. So why is it still so hard to find the right candidates? and, Why do you have such little time to focus on what you do best? That is, forging human connections with talent in order to woo the best and the brightest to your company. The answer is that the tools that are common place today are antiquated and inefficient. " LinkedIn and other recruiting sites rely on  Boolean  search, incomplete and outdated user gene

Talent Acquisition VPs share their secrets of choosing and operating AI Sourcing Bots

You’re ready to evolve to recruiting 3.0 with AI technology, but how will you choose and operate your sourcing solutions? Savvy executives are looking to move into the future by using technology to streamline their team’s sourcing process, but there is a lot of “noise” in the marketplace. Parsing through false promises and clunky software is a process as important as recruiting the most coveted employee on your team. After all, the right AI technology will unleash the talent of your star recruiters to do what they do best: build connections with candidates and make right decisions. So, the question begs, how should a VP evaluate and implement an AI sourcing strategy? We spoke with over 100 successful VPs responsible for Talent Acquisitions to compile the following best practice methodology: Keep testing: AI has gained some bad rep as a result of false promises from companies with 1st generation AI logic. Don’t get discouraged. AI has improved significantly in recent years. Enter tr

Protect Your Future! Why Going Head to Head with AI Bots is Not the Way Forward...

In the year 1789, an English clergyman, named Edmund Cartwrite, invented the power loom. An automated version of the manual loom that existed since the time of the Pharaohs. The power loom eliminated the jobs of many laborers and ignited violent riots in the UK and across Europe. Eventually, the protest failed, and power looms took over the weaving industry. It is very natural for people to fear technology and automation in their workplace.  When new technologies automate some of the manual work that people do, they tend to think that eventually it would replace them completely. Oftentimes that happens. That’s the truth. So, when we, at Talenya, built our Talent Sourcing Bots, we put a special emphasis on demonstrating how our bots empower recruiters rather than replace them. Our bots do automate much of the manual talent sourcing activities. They eliminate the tedious Boolean searching; they reduce the long hours of sifting through candidate profile lists; they automate