Artificial Intelligence (AI) has proven its mantle on countless occasions, making it a viable option in the recruitment process.
However, both good and bad outcomes have been well-documented in the past. AI can be biased, not limited to just gender, sexuality, disability, race, minorities, etc. After all, AI is as good as the trove of training data it is fed, and that's where recruitment bias comes into play. Amazon's AI for recruitment is one of the famous examples of the biased outcomes that AI produced after years of research leading to its shutdown.
In the world of business, everyone loves a contract. Both sides feel confident that they can start from a place of trust with clear expectations in place.
But while employment may be secured on paper, it also represents a relationship that needs to be fostered and maintained. Not taking that into account is why many leaders are often blindsided by high turnover rates (as we all saw with the Great Resignation).
A negative mindset can be poisonous in the workplace. It can lower morale, decrease productivity and spread to other members of the team, leading to toxic work culture.
As a leader, it's critical to have a positive mindset to effectively work through difficult situations and keep your team on the same page.
Many companies are planning on returning to the office in the next year, either full-time or via hybrid models. But in order to make sure employees have a smooth transition, new initiatives must be in place to ensure they feel safe and supported.
According to Bain, a management consulting company, Asian workers polled in the U.S., Canada, France, and four other countries feel more excluded in the workplace than any other demographic, and they often lack representation in leadership roles.
It's common practice for companies to perform exit interviews. But what about stay interviews?
For Waltham, Massachusetts, IT consulting firm Aqueduct Technologies, the one-on-one sessions have become a critical part of the company's culture. Twice a year, employees speak with the company's head of human resources about not only their own roles, but also the organization as a whole and how it can improve. The idea: Why wait until it's too late to find out hard truths about your company?