Safeguard the Front Door

Great title, right?  In response to my recent blog on Candidate References, an associate forwarded an article to me for my reading pleasure.  While I can't identify who wrote it or when, I felt I needed to share a portion of it.  He/she did a fabulous job in writing this.  So, here goes .. .

"Rule one in minimizing risky behavior is to prevent questionable job candidates from ever becoming employees.  It isn't enough to study resumes closely; studies have shown that over 50% of them contain inaccuracies.  Basic controls include employment and background checks.  As a recent example, a simple background check would have saved the Yahoo board the trouble of ousting Scott Thompson, the company's fourth CEO in five years, because he falsely claimed a computer science degree.  A growing number of companies conduct behavioral and honesty testing to screen employees."

Paperwork people.  It's all about paperwork. 

Is Gender Bias Alive And Well?

Gender Bias n. unequal treatment in employment opportunity (such as promotion, pay, benefits and privileges), and the expectations due to attitudes based on the sex of an employee or group of employees.  Gender bias can be a legitimate basis for a lawsuit under anti-discrimination statutes.

 

Gender bias begins at an early age.  From the pink or blue outfits children receive at infancy, the influence of toy selections, to how teachers respond to a child in school, or the books we read them at bedtime. (An April, 2011 study of gender bias in literature examined nearly 6,000 children's books published from 1900 to 2000.  Of those, 57% had a central male character compared with only 31% female protagonists.  Presumably animals of an indeterminate gender led the rest.)  So how do we respond to gender bias in the workplace?

 

First let's understand that gender bias is more subtle than sex discrimination.    Bias occurs because of personal values, perceptions and outdated, traditional views about men and women.  We may encounter gender bias in many forms and degrees.   For example, both men and women tend to view women who express anger more negatively than they view men who express anger.  Even when the members of both sexes use the same words and body language to express that anger.  Gender bias exists where men or women are evaluated or perceived differently depending on whether their actions violate expectations of how they should act or expectations of what behaviors are required for a role they have assumed.  Whether the subject of bias is male or female, the effects of gender bias can be devastating.

 

Beginning in as early as 1982,  state judiciaries began to address gender bias by creating a variety of research committees and task forces.  Since that time, attention around gender bias in the workplace has continued to grow in every industry.

 

Then:

"Gender bias exists in many forms throughout the Massachusetts court system.  Sexist language and behavior are still common, despite an increased understanding that these practices are wrong."  New England Law Review.  Volume 24, Spring 1990.

"The New Mexico Supreme Court is greatly concerned over manifestations of gender bias in the court environment within the State of New Mexico."  "In 1987, the State Bar of New Mexico established The Task Force on Women and the Legal Profession and requested that the Task Force examine the needs of women lawyers, their acceptance by the Bench and Bar in general. . . . . The Final Report, issued November 2, 1990, documented gender bias not only directed toward women lawyers, but affecting female litigants, witnesses, and court employees."

The State of Florida, Gender Bias Study Commission:  Executive Summary, found that "during it's two years of hearing and study, that gender bias -- discrimination based solely on one's sex -- is a reality for far too many people involved in the legal system.  (1990)

In 2011, a team at Yale University asked 127 professors at six U.S. research universities to judge the merits of college graduates.  The graduates were applying for a position as a lab manager before heading to graduate school.  While using identical resumes, of which half were obviously female applicants, the participates were significantly more likely to hire the man, and at a higher salary.  Interestingly enough, the bias was equally strong among both the female and male scientists and did not vary by age, race or discipline. (www.sciencemag.com)

 

Now:

"The Supreme Court's decision on the Walmart case - in which five justices, all male, sided with the company in denying 1.5 million female employees the right to pursue a class-action sex-discrimination lawsuit - showed a truly stunning obliviousness to the way gender bias actually plays out in the workplace."  The Daily Beast.  "The Supreme Court's Cluelessness on Gender Bias."  June 22, 2012.

 

MSLGroup currently has a class action lawsuit pending alleging gender pay discrimination.  The $100 million class action lawsuit was filed in February 2011 and represents women who worked at the agency from 2008 until the date of judgement.  Of the 33 total plaintiffs, two are current MSL employees.  One, Sheila McLean, is currently a SVP and a 12-year veteran of the firm.  The lawsuit alleges that MSL paid female professionals less; did not promote women at the same rate as male counterparts; and conducted discriminatory demotions, terminations and reassignments for female staffers during the agency's 2009 reorganization.

 

After all the steps we have taken, all the studies, polls, research papers, etc., gender bias is still alive and well in the workplace.  As an employer, you need to be aware if gender bias exists in your workforce.  Train your employees to identify it, and to acknowledge it.  Secondly, call attention to the bias.  Make a commitment to eliminating it in your workforce.

 

 Title VII prohibits discrimination "because of" an employee's sex. As an employer we may not take adverse action against an employee because of their sex. Sex can not play a role in any aspect of their employment including hiring, transfers, promotions, pay, disciplinary action, suspensions, and discharges. It's also important to understand that while Title VII was originally understood to apply only to women, that is no longer the case. It also prohibits discrimination against men. For example, when a male employee is denied a promotion in favor of a female employee, and the male can prove that the reason was "because of his sex," there may be claim for sex discrimination.

Effective Job Advertisements: A Bit Of Humor

For a job advertisement to be effective it needs to provide information that captures the interest of the best candidates.  And yet, it must avoid any discriminatory language that might violate federal or state laws.  The advertisement should provide enough information about the job, including the education, experience and skills that will allow the candidate to decide whether or not s/he is a fit.  For just a moment I want to poke fun at a few current job advertisements I ran across.

For the first advertisement, let's roll on over to Craigslist/Houston and look at the advertisement for a "National Director of Human Resources."  We all know that there are guidelines for employers to use during the selection process. These guidelines ensure that the information requested is of business necessity only and is job-related.  This organization wants a complete profile including a picture and a short video of the candidate.  Really?  Requesting that an applicant submit a photograph, mandatory or optionally, at any time before hiring is an unfair pre-employment inquiry.  Can you read potentially discriminatory?  Employer please take note, it is totally acceptable to request a photograph after hiring and if for identification purposes.

Example number 2 can be found on CareerBuilder.com.  A real estate organization in San Antonio is seeking an HR Department Manager.  The posting reads, "Human Resource experience is not required."  Okay, not a problem - if there was an educational requirement in lieu of experience!  This organization is requesting that the individual create policies and procedures and be responsible for employment law.  There is a long laundry list of responsibilities for the position. As a potential employer, you should ponder some of the basic requirements of the position.  Take the time to properly identify and develop a description of the required behaviors, abilities, skills, and knowledge of the position.  My 17 year old could apply for the position and, theoretically, couldn't be disqualified from the application process.  He does have the reliable transportation, a valid driver's license and vehicle insurance that is requested in the posting.  With a base pay of $45 - 90K, I'm sure he'd just love it. 

 

The last posting, back at Craiglist/Houston, advertises a "2-day HR Gig."  The potential employer is requesting a "very experienced HR professional (2-5 years)" to work with them on a two day engagement.  The job?  Represent the employer on a two day "introduction presentation/session" with a client.  The individual is coached and prepped on the company, then on day two, the individual presents the information to the client.  The compensation for this jewel of a job "will be interesting" according to the advertisement.  I'd run from this one.  But, if any brave soul accepts this position, I'd be morbidly interested in the details!  I think there's smoke and mirrors involved here.

 

Happy recruiting!

The Reason You Don't Have A Job . ..

Is You!  Yes, you're the reason you don't have a job.

In a survey by OfficeTeam and CareerBuilder, hiring managers say an average of 44% of the resumes they receive come from unqualified individuals.

People are going to give you a lot of advice as to whether or not you should apply for a job for which you are not qualified.  From a recruiter standpoint - please don't waste my time.    If you're not a match 100% for the required qualifications, I don't want your resume.  Period.

Many people simply apply to every open position.   They blanket the town with their resumes. I have had the same individual apply to both an invoicing clerk position and a Tactical Plans Leader position in the same day.  That tells me you're just randomly applying to any job.  You're not reading the qualifications for the position.  And more importantly, that what the company needs really isn't relevant. 

Realistically people.  When I advertise for a position the advertisement is clearly going to reflect the skills and abilities that will allow that candidate to be successful in the role.  If I need an accounting clerk in a fast-paced environment that requires QuickBooks, they need QuickBooks!  As a company we want an employee to hit the ground running.

Let me give you a couple of tips:

• Carefully review the job posting and ask yourself "am I qualified to do the job?"  Carefully evaluate your ability to do the job.   Don't over-inflate your qualifications. 
• When you submit your resume - ensure your resume emphasizes your experience.  Make sure your resume outlines your skills. Proving me with your title and the name of the company gives me no information. If you leave the relevant experience off of your resume - your resume is going into the "no thank you but thanks for applying" stack.

Respectfully, a recruiter.

EEOC: No Diploma Necessary (New Guidance)

The informal discussion letter that the EEOC issued in November 2011 raised a lot of questions and concerns. The EEOC (finally) released some additional guidance on when an employer may POTENTIALLY violate the ADA by requiring employee candidates to have a high school diploma.

According to the EEOC, "[t]here have been significant commentary and conjecture about the meaning and scope of the letter." To clarify the legality of requiring a high school diploma under the ADA, the EEOC has posted a series of questions and answers on its website. The EEOC explains that employers may continue to have the high school diploma requirements. However, the employer may have to allow candidates claiming to have a learning disability to "demonstrate qualification for the job in some other way." The EEOC further states that the employer is still permitted to hire the most qualified person for the job and does not have to give preference to an individual with the disability over someone who can perform the job better.

Conducting Phone Interviews

You finished reviewing each and every one of the countless resumes you received. Now that you have developed a short list of candidates for the position what is your next step? Well, let's talk about the phone interview.

Oftentimes employers will conduct phone interviews in advance of on-site interviews. This allows the employer to assess candidates and their skills in an effort to identify those candidates an employer wishes to pursue further. *A word of advice – don’t call everyone. Phone interview only those individuals you feel are your best prospects.* Remember, a phone interview is all about gathering information on the candidate. The phone interview should be short. No more than 20 minutes. Yup, that’s it.

As an employer, I always recommend that the phone interview be pre-scheduled. Calling a candidate at the spur of the moment may catch the candidate at a bad time. Pre-scheduling will allow the candidate to ensure that s/he is in an environment in which they can give you their full and undivided attention. Allow the candidate to be prepared and in an environment that is distraction free. No barking dogs, no crying babies, no loud television. Just you, the candidate and the telephone.

When conducting phone interviews you should always have a “script” or a set of questions to use. *Review your questions frequently and ensure that they exclude any questions that are forbidden by the EEOC and that could potentially lead to job discrimination lawsuits.* Always make sure you have the candidates resume right in front of you as well as the job description (or posting).

During your phone interview, review the candidate’s background. Look at the employment history. Are there any gaps in employment? Discuss his/her role with their current employer. Why is s/he considering leaving? What dissatisfied him/her? Does the candidate’s background and experience truly match the qualifications in your job description? What is the candidate looking for in a new position?

During the interview, always take time to discuss YOUR organization and the value the position (and the right candidate) will bring into the organization.

Always clearly explain your hiring process. Briefly explain the next steps of the application process. Communicate the time frame on when the candidate will be contacted regarding his/her application status.

Conclude the phone interview by thanking the candidate for his/her time and interest.

*Remember, always document your phone interview and provide a summary of responses from the applicant.*

Resume Cover Letters

There’s a lot of discussion out there among recruiters and HR professionals alike regarding the use of resume cover letters. Are they, or aren’t they, of any value? The field appears to be split on that particular decision. Let’s discuss some pros and cons.

Pros

• The cover letter will be the first thing the recruiter sees.
• You can indicate what position you are applying for (this is invaluable as the recruiter won’t have to read your resume in an effort to ascertain the position you are applying for) .
• When written properly, it can be used as a way to “seduce” the recruiter into reading the resume.
• It will give the recruiter insight into your strengths, your communication skills, your individual writing skills.
• It will give you an opportunity to provide examples why you FIT the role, and where you have experience relevant to the role.

Cons

• With the age of on-line recruiting and systems that use an ATS to scan resumes, most on-line systems don’t scan cover letters at all or forward them with the resume.
• Hiring managers receive hundreds of unsolicited resumes a week. Oftentimes they will scan the resumes – totally disregarding the cover letter.

In closing, this is a highly debatable topic between recruiters. Most will tell you cover letters are absolutely necessary, but there are some who will openly admit that they always look at your resume first. If you submit a cover letter, take the time to tailor the letter to the position you are applying for. This will show that you have taken the time to research the company and the role.

Good Luck!

My on-going thanks to Mrs. Emily McGowan for providing proof-reading services on this blog.