Join hosts UB Ciminieri (interviewIA's CMO) and Dr. Nicole Gravagna (interviewIA's VP of Behavioral Design) as they host leaders in business, thought, and DEI to answer the question, What is the Future of Work?
“It’s not what you know, it’s who you know” when looking for a job. We’ve all heard this advice and know how disturbingly accurate it can be. Allow me to propose a theory. I think that the current state of job hunting has forced job seekers into a socially acceptable way of manipulating hiring managers’ biases to win gainful employment. Instead of having the chance to present their authentic selves, job seekers are often forced to ``play the game`` to put themselves in a more favorable position for a role. You are already familiar with bias manipulation. We call it propaganda, spin, or hype. It happens all the time in politics, marketing, and advertising. So, how does bias manipulation happen in hiring?
As the pandemic has forced many workplaces to go remote, and as more companies recognize the benefits of it, we’re seeing a major shift in how people work.
Memories are untrustworthy. We tend to remember some things and completely forget about other things. When we interview candidates in a hiring process, our imperfect memories of the interview itself are a dangerous source of recall bias. Recall Bias is a specific type of error in measurement that stems from relying on human memory to accurately recall information. Researchers, and other people who gather information for a living, are trained to be careful not to allow recall bias to undermine their data. It’s important to control for recall bias, because it is a prominent source of error, and it is one of the easiest biases to manage through technique alone. This is the first in a series of articles exploring the most common biases that impact hiring interviews.
The controversial exit of Google’s ethical AI team’s co-lead Timnit Gebru has put more focus on the role of bias and ethics in AI. Ms. Gebru’s mission to bring this conversation about ethics, bias and AI research is critical to highlight the inherent problems with how some AI tech is being developed and used. For example, hiring may be the single most subjective and therefore potentially biased activity we do at work and is an area where AI is seeing significant use. As good corporate citizens, we need to develop AI that is fair at a minimum, which is far from the current norm in most companies.
We believe that we are uniquely situated to address two key areas where the world is currently struggling: COVID and Black Lives Matter. We find ourselves in a unique point in history with a once-in-a-lifetime opportunity to emerge stronger and better as people, as organizations, as a country, as a world. In order to do that, we need to look inside ourselves as individuals and as part of those organizations to get at the root of systemic issues of inequality that have been holding back progress for hundreds of years. interviewIA wants to help by first providing this free guide to ``Reimagining the Future of Work`` that will help organizations begin that introspective journey into their current hiring processes, to prepare for a future of remote hiring and inclusion that are now mandatory.
The world is changing rapidly and how you interview people will determine your success in finding and retaining the best teams. The New Interview gives you a 40,000-foot view of how to start important discussions within your company to change how you’re treating every candidate in the hiring process. Share this with colleagues, talk to your peers, and get those conversations going.
Companies need to start thinking deeply about the future of their hiring practices, employee retention, and company culture. We’ve curated a list of articles to provide you with information to bring these discussions to the forefront of your strategic planning.
Companies have been investing in diversity initiatives for decades with the belief that over time, their company will be an equal opportunity environment in the spirit of the idea, and not just the letter of the law. Unfortunately, that hasn’t happened. In most companies, DEI&B (Diversity, Equity, Inclusion, and Belonging) is still more about compliance with hiring metrics than about creating a sense of belonging for all employees.
