TalVista

Candidates today want to work for #inclusive companies and are more selective in deciding where to work. We give you the tools you need to see beyond the noise of unconscious bias and hire diverse and qualified talent. TalVista is your guide to #consciousinclusion.

Join our co-CEO Dr. Kristen Liesch, @ScotSessions, CEO @TalVistaHR, and Al Covington, ITS HR Manager, @ucsc, for a discussion called "How To Shift Decision-Making Power From the Few to the Many". #DEI #diversity #equity #inclusion #hiring @TheCandEs bit.ly/3wP98xZ

Why use structured interviews? • A better experience for candidates • Easier to compare candidates • Faster hiring process • Reduces recruitment bias • Maintains compliance • Results in better hires • Leads to more diverse teams talvista.com/the-advantages…

145% more applications per job were generated by ads with gender-neutral language, Appcast's research found. Every word you choose wields a significant impact on the individuals choosing to apply for that job.

Remaining competitive in recruiting and hiring talent today means learning to shift decision-making from the few to the many. @KristenLiesch, Al Covington, and @ScotSessions will drop some insight and expertise on June 15th. Don't miss it! thetalentboard.org/events/thecand….

Key recruiting and hiring decisions continue to be made by relatively small groups of homogenous people with disproportionate power and a systemic advantage. It's no wonder why companies can't seem to attract, hire, and retain underrepresented talent.

That taste of Thursday #CrazyandTheKing style. Current, relevant and asking you to think different about (US). S P O N S O R S: ⁦@Jobvite⁩ ⁦@TalVistaHR⁩ cc: ⁦@JulieSowash⁩ podcasts.apple.com/us/podcast/cra…

Preconceived ideas on what types of personalities go into sales vs. accounting, for example, can lead to an unfair consideration for anyone who does not fit that mold. Structured interviews keep you focused on what's essential for the job and leave space for differences.

TalVista's job score helps you assess how well you've implemented job description best practices, like: • Using inclusive language and pronouns • Keeping requirements to a minimum • Eliminating years of experience

Curious to learn how to shift decision-making power from the few to the many? Join us on June 15th to learn from: • @KristenLiesch of @tidalequality • Al Covington of @ucsc • @ScotSessions of @TalVistaHR Register here 👇 thetalentboard.org/events/thecand…

Ran long // @JulieSowash⁩ and I tip toed on an hour. It was necessary that we talk that talk. *netflix *referral fees *Revelations Always surprised how each episode comes together. Sponsors: ⁦@Jobvite⁩ ⁦@TalVistaHR⁩ podcasts.apple.com/us/podcast/cra…

Is your interview process inclusive of all personality types? Here are helpful tips for interviewing introverted candidates. talvista.com/how-to-avoid-b…

A recipe for inclusive screening: • Prioritize resume categories • Redact PII • Score resumes in real-time, weighted according to priority • Review all resumes using the same scoring • Use objective review scores to determine which candidates move forward

Should we hire for personality? We all have different personalities, and each comes with its strengths and weaknesses. Nevertheless, candidates are often expected to conform to a narrow standard of sociability and extroversion during interviews. talvista.com/should-we-hire…

Join our co-CEO Dr. Kristen Liesch, @ScotSessions, CEO @TalVistaHR, and Al Covington, MHRIR, ITS Human Resources Manager, @ucsc, for a discussion called "How To Shift Decision-Making Power From the Few to the Many". #DEI #diversity #equity #inclusion #hiring #candidateexperience

The agenda is posted for #TheCandEs Virtual Conference: DEI in #Recruiting, Hiring & Candidate Experience – Creating & Sustaining an Inclusive #CandidateExperience - Join virtually June 15-16 for great speakers & sessions, takeaways & more. Register today! bit.ly/3Fe6X9Q

Instead of basing interviews on small talk, shared connections, and likeability, use the same set of consciously crafted questions for each candidate. #Structuredinterviews eliminate opportunities for bias against those that are introverted, neurodiverse, or simply different.

We tend to show an affinity for those who are similar to us. This can result in bias toward different personality types. There is strength in differences and weeding out certain personalities or confining personalities to certain types of jobs does everyone a disservice.

Missed it? No problem. Here for a saving the day tweet of our most recent episode. Frustration and a time warp. ⁦@JulieSowash⁩ and I came through. SPONSORS: ⁦@Jobvite⁩ ⁦@TalVistaHR⁩ #crazyandtheking podcasts.apple.com/us/podcast/cra…

Do you evaluate candidates based on sociability? Read our latest blog to learn how #neurodivergent candidates take on the added burden of masking during the hiring process. talvista.com/masking-and-th….

Candidates are asking these three key questions as they evaluate potential employers. Are you prepared to answer them? talvista.com/are-you-prepar….