Peoplism

Are you a #people or #TA leader looking to help your org hire better? Peoplism has a free slackbot to help interviewers ask the right questions. Our slackbot will: ▶ Identify Key Skills: Don't know what skills or competencies are important? Interviewbot suggests some based on the role. ▶ Generate Behavior-Based Questions: Once you've identified the important skills, Interviewbot gives you suggestions for competency-based questions. Common interviewing methods ("So tell me about yourself...") are worse than random at selecting top performers. But decades of research shows skills-based interviewing is more effective, and that it mitigates #bias. Check out Peoplism's interviewbot and let us know what you think! https://lnkd.in/g335NB3B

The Employer Assistance and Resource Network on Disability Inclusion (EARN) offers information and resources to help organizations of all sizes recruit, hire, retain, and advance people with disabilities; build inclusive workplace cultures; and meet diversity, equity, inclusion, and accessibility (DEIA) goals.

What Are the Outcomes of Overhauling Performance Review Processes? According to Peoplism’s Director, Process Change, Danielle Little, a metrics-based review improves fairness. She writes, “Peoplism helped implement a new performance-review process for a high-growth tech startup. We knew the process had to be metrics-based, reflect the company's values, and provide detailed feedback to employees. One outcome that resulted from the overhaul was a measurable improvement in employees' sense of fairness of the performance-review and promotions processes.”

Got 5 seconds and want to write a better job description? Peoplism just created a free GPT trained on our evidence-based methodology for crafting inclusive job descriptions (and years of experience reviewing thousands of them). If you have a paid GPT account check it out! https://lnkd.in/eV2AqeRw

How Do You Balance Formal Evaluations With Ongoing Feedback? According to Peoplism's own DEI Consultant Manager Sofie Leon, one way is having regular 1:1s with two-way feedback. She writes: "An easy technique to make feedback more regular without increasing the burden of written reviews is to incorporate feedback into regular 1:1s with your direct report. Start with a very basic template for 1:1 meetings with direct reports where you each can add agenda items for discussion ahead of the meeting. Then, at the top of each meeting, start with the items: 'The feedback I have for you is ___' and 'What feedback do you have for me?' By making two-way feedback a regular occurrence, it will make the burden of giving and receiving feedback diminish over time."

Why is progress on diversity so slow even though its benefits are clear? The problem might be more systemic than individual. This great article by Liz Kofman-Burns, Co-Founder at Peoplism, building more diverse, equitable and inclusive workplaces, explores the "bias of crowds" phenomenon in 'What the “Bias of Crowds” Phenomenon Means for Corporate Diversity Efforts'. Link to article: https://lnkd.in/e-rQxHA7. #diversity #DEI #behaviouralscience #bias

How Can HR Tech Enhance Employee Feedback and Performance Evaluations? In the quest to refine employee feedback and performance evaluations, let's begin with understand the “Why” behind reviews. Peoplism co-founder Liz Kofman-Burns says: There’s some great HR tech for performance evaluations. Lattice, for example, makes scaling performance evaluations easier and features Textio, an AI that scans for inclusive language in performance reviews. But even the best HR tech can only get you so far. Managers have to understand the “why” behind your performance review system. They have to feel motivated to provide equitable feedback to all their reports and know how to do that all year round, not just at evaluation time.

One of the equity issues Peoplism measures is the distribution of "housework" at companies (we define as administrative work that doesn’t have a clear owner on one's team, e.g. note-taking, sending invites, etc.). Women often do the bulk of it. A new study out of Denmark shows that women do 75% of the internal service work, while men only do 25%. The researchers conducted 163 interviews with female and male associate professors and professors in the social sciences at three institutions in Denmark. They also obtained their CVs to see whether they reflected such activity.

Racial bias in hiring is still alive and well. Economists sent out 80,000 resumes (to 10K jobs from 2019 to 2021) and discovered just how entrenched employment discrimination is in parts of the U.S. labor market — and the extent to which Black workers start behind in certain industries like retail and auto. Read more (no paywall) here: https://lnkd.in/gnMTbtxn

Racial bias in hiring is still alive and well. Economists sent out 80,000 resumes (to 10K jobs from 2019 to 2021) and discovered just how entrenched employment discrimination is in parts of the U.S. labor market — and the extent to which Black workers start behind in certain industries like retail and auto. Read more (no paywall) here: https://lnkd.in/gnMTbtxn