Articles - The Voice of Job Seekers

Removing Bias From Hiring with Melissa Dobbins

Podcast: Play in new window | Download | Embed

Removing bias from the hiring process is quite a task considering those who are still asking why. My guest this episode is Melissa Dobbins, founder, and CEO of career.place, whose purpose is to remove bias from hiring. She states on her website that she is “…radically reshaping the hiring process through the synthesis of science and technology…” Her goal is to show hiring companies how to remove bias from the hiring process.

You are more than welcome to join the discussion. Here are three ways you can:

– Call and leave a voicemail at 708-365-9822, or text your comments to the same number
– Go to TheVoiceofJobSeekers.com, press the “Send Voicemail” button on the right side of your screen and leave a message
– Send email feedback to mark@thevoiceofjobseekers.com

More about Melissa:

Through a SaaS-based offering, my company provides a fresh approach that is unbiased and focuses on what matters most when hiring talent. Career.Place removes bias from the hiring process by not relying on the resume as the beginning piece of the hiring equation. Instead, career.place’s solution asks a series of questions from salary desired to take assessments, allowing only those qualified to advance.

She has been in product management for many years including her last position as a vice president.

Here are highlights from our discussion:

Melissa is influenced by her experience working with highly diverse successful teams and homogenous teams oblivious to bias
In her experience, homogenous teams was a vacuum of creativity because everyone thought alike
She says that diversity and inclusion positions and teams achieved a good start
Removing bias from the hiring process will mean removing the identities of the individuals from the eyes of employers
The focus for employers is to focus on what individuals can do and the requirements to do the job, and everyone is treated fairly
We discuss racists vs. bias and how much of a challenge it is in the process – “No one wants to look in the mirror and think they are part of the problem.”
Melissa says, “Bias is the human shortcut.”
There needs to be more than blocking out the name on a resume to rid of bias in the hiring process

Reminder:

June 19 is the last show of the season until Sept. 11. I will send a newsletter the last Friday of each month. I have several projects and MAYBE products I am finishing. Sign up for the newsletter and/or connect with me on LinkedIn. I will be announcing update there.

I will also continue publishing articles and other content 1-3 times a week. See below for my social handles to connect with me there.

I am here for you! Use my contact information above to inquire about individual or group coaching. You can also sign up for my weekly newsletter at the top right of my page. I try to pack as much value in my newsletter to more than 2,000 subscribers as possible.

Grab my updated “118 Job Search Tips for the Modern Job Search in 2018” here.

by Mark Anthony Dyson

What Are Ways Young People 16-24 Can Find Jobs (Radio Interview)?

Podcast: Play in new window | Download | Embed

Subscribe: Apple Podcasts | RSS

I was interview by James Parker of the Chicago Urban League a couple of weeks ago. This was on WVON Saturday morning’s program, “Let’s Get to Work.” Our discussion centered around helping our youth find jobs.

You are more than welcome to join the discussion. Here are three ways you can:

How do the youth get jobs for the summer or anytime? I suggest these methods of helping them find jobs:

Start in October, not March to find jobs
Look at the opportunities available daily
Work together with other parents for those 16-18. Share information
Initiate a group and share information
McDonald’s is not your only option even though it’s not bad at all
Startups would be a great resource for jobs
Find paying jobs and an internship (perhaps one of each)

Reminder:

by Mark Anthony Dyson

How Job Seekers Can Get Noticed by Employers Online

Podcast: Play in new window | Download | Embed

Subscribe: Apple Podcasts | RSS

How to stand out to employers online is frequent question and subject for job seekers. It’s one of the hardest things to do on the Internet since there is so much noise competing to be heard. The day has come to show how you add value to employers, peers, and prospective connections online. There are job seekers who want to be noticed but not sure how they can be heard. I bought Hanna Morgan back on the show to discuss how to appeal to employers online.

You are more than welcome to join the discussion. Here are three ways you can:

Hannah Morgan, the founder of CareerSherpa.net where she provides legendary advice on job search, personal branding, and online visibility and reputation management. She also writes about careers for U.S. News and World Report.

Here are some of our discussion highlights:

Become well known for something because it’s personal branding, but be the go-to source, be relied on
Treat people well, treat everyone with tact and respect
Likability factor is important – What’s the use of being the smartest in the room if no one wants to talk to you
Is what I am saying resonating with employers?
The airport test: Can I see myself stranded with this person?
Is getting attention means getting hired?
The right thinking process: job seekers should think long-term than for now
Become a facilitator – orchestrate introductions – bring people together
Lend your voice to the industry at large – productive relationships are long-term
A connection online means nothing without it going beyond
A newsletter to your contacts (through your website) keeps you and contacts engage
How to stand in your industry? Is each one different? Makes a difference in how often and who is your audience