Hiring Bias: Why Your Recruitment Practices May Be Unfair and How Algorithms Can Help
Machine learning and algorithms have the potential to completely change the hiring industry and help to eliminate the rampant issues around bias, but we believe the human element will remain an essential part of the equation. Humans will still need to apply the emotional, intuitive functions that machines will never be able to learn while machines can process data at volumes and speeds our brains never could. In this situation, man and machine are truly more than the sum of their parts. Check out this piece from GetApp Lab, a Gartner company, on how biases take shape and how Riviera, and other companies, are leading the charge to improve recruitment practices with data science.
(GetApp Lab) Hiring Bias: Why Your Recruitment Practices May Be Unfair and How Algorithms Can Help
US companies have a diversity problem. Only 14 percent of CIOs are female. At Microsoft, the representation of female employees even declined by 1 percent in 2016, despite the company’s diversity program. Meanwhile, only 2 percent of tech executives are black and 3 percent are Latino.
The question is, how much of this can be traced back to a (conscious or unconscious) hiring bias in companies’ recruitment processes?
Read the full article here...
January job growth in the U.S. was strong across the board and technology hiring was no exception. Riviera recently helped place 14 new hires in some of today's top tech companies across the nation.
Congrats to all parties - we were honored to assist.
SF Chronicle - Unease over immigration hurting tech recruiting
Concerns over the recent immigration policy in the U.S. are causing much uncertainty across the nation. As we continue to watch for what happens next, the technical workforce is keeping an even closer eye on the matter and preparing contingency plans to mitigate risks. Riviera's COO Will Hunsinger shares a few thoughts on how Bay Area tech companies who may be affected are responding.
(San Francisco Chronicle) Unease over immigration hurting tech recruiting
Facing uncertainty about their prospects for working in the U.S. and wary of exposing themselves and their families to complications with their immigration status, some tech workers are choosing to put any plans to change jobs on hold, recruiters say.
Too Many Cooks in the Kitchen? How to Prioritize When Part of a Hiring Team
It’s not often that just one person in a company is responsible for making a hiring decision - and truth be told, you wouldn’t really want it that way, but that doesn’t make it any easier to be part of the team responsible for onboarding an important player. Here are some tips from industry veteran and Riviera Director, Jason Hann, on how to make your hiring team an effective one.
The first thing any hiring team needs to do is prioritize and make some key decisions:
- Who will have the ultimate decision on this hire and what is most important to them? This is as much about process as it is about power. Too often hiring teams get reduced to “hallway conversations” that can sway an opinion on a candidate one way or the other, Neither is good for hiring decision and the final decision maker can then get skewed feedback on the interview.
- The hierarchy of of the decision making process should mimic the involvement the team will have on a daily basis moving forward. For example, if it is a C-level decision maker and you are hiring for an Independent Contributor on a specific team, then the folks involved should interview based on this assumption. The C-level person makes the decision and the rest of the hiring team are advisors to this decision.
- The next important part is to understand what is the most important criteria for this hire. Let’s say that technical capability is most important to the hire. Of course, everyone should be interviewing for the “culture fit,” but that is secondary to technical aptitude. Each person involved in the advisory role must be testing for technical ability. This can get very granular or stay very general, but the ultimate decision rests on the head of the “Decision Maker.”
If you keep the process tight, keep the team as focused as possible and remember why you are hiring and why you have been included in the hiring team you are far more likely to make the best long-term decision.