The Equity Edge
How Addressing Bias in Recruiting and Retention Drives Success
Seiten
2025
PublicAffairs,U.S. (Verlag)
978-1-5417-0480-0 (ISBN)
PublicAffairs,U.S. (Verlag)
978-1-5417-0480-0 (ISBN)
- Noch nicht erschienen (ca. Juli 2025)
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From a well-known consultant and speaker, a guide to identifying the pain points along the hiring and talent-development process, where bias keeps managers and recruiters from making better decisions
More than ever, recruiting agencies, HR departments, and business leaders have felt the need to diversify the workplace. But hiring managers and recruiters remain largely in the dark about the specific stages of the hiring process where candidates feel unsupported and loss of talent occurs.
The Obstacle Course refers to the hurdles that face diverse groups of job seekers and employees. At each stage-finding, attracting, engaging, selecting, and developing talent-managers need to challenge their idea of who is qualified for a job.
Readers will learn about:
- The concept of "life events biases" we can have, from pedigree bias to competitor bias and professionalism bias
- The importance of having an employment brand that is separate from your corporate brand
- How to take into account a person's Lived Experience Quotient (LEQ), the diverse knowledge, skills, and abilities that they've gained throughout their lifetime
- How to move from attempting to be bias free (impossible) to a more pragmatic bias-aware model This book helps experts, leaders, and recruiters make better decisions on who to hire and how to keep great talent.
More than ever, recruiting agencies, HR departments, and business leaders have felt the need to diversify the workplace. But hiring managers and recruiters remain largely in the dark about the specific stages of the hiring process where candidates feel unsupported and loss of talent occurs.
The Obstacle Course refers to the hurdles that face diverse groups of job seekers and employees. At each stage-finding, attracting, engaging, selecting, and developing talent-managers need to challenge their idea of who is qualified for a job.
Readers will learn about:
- The concept of "life events biases" we can have, from pedigree bias to competitor bias and professionalism bias
- The importance of having an employment brand that is separate from your corporate brand
- How to take into account a person's Lived Experience Quotient (LEQ), the diverse knowledge, skills, and abilities that they've gained throughout their lifetime
- How to move from attempting to be bias free (impossible) to a more pragmatic bias-aware model This book helps experts, leaders, and recruiters make better decisions on who to hire and how to keep great talent.
Jenn Tardy is a diversity practitioner, career success coach, and founder and CEO of the internationally known, award-winning firm Jennifer Tardy Consulting, LLC (aka Team JTC). Tardy is a LinkedIn Top Voice and official partner of the Society for Diversity. She has received several certifications in human resources and diversity and inclusion, including professional in human resources (PHR), certified diversity recruiter (CDR), and qualified diversity recruiter (QDR), and she is a certified DISC instructor.
| Erscheint lt. Verlag | 10.7.2025 |
|---|---|
| Sprache | englisch |
| Maße | 152 x 235 mm |
| Themenwelt | Informatik ► Software Entwicklung ► User Interfaces (HCI) |
| Sozialwissenschaften ► Soziologie ► Makrosoziologie | |
| Wirtschaft ► Betriebswirtschaft / Management ► Personalwesen | |
| Wirtschaft ► Betriebswirtschaft / Management ► Planung / Organisation | |
| ISBN-10 | 1-5417-0480-0 / 1541704800 |
| ISBN-13 | 978-1-5417-0480-0 / 9781541704800 |
| Zustand | Neuware |
| Informationen gemäß Produktsicherheitsverordnung (GPSR) | |
| Haben Sie eine Frage zum Produkt? |
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