Dress for Success NSW & ACT’s Post

This is so good. And so so true

"Go where you are valued." This was the response I offered to someone in MastHER masterclass by Sisterly HQ who expressed feeling saddened by how most employers perceived her as not being the ideal candidate due to her facial features. As women in the workforce, this is not a novel experience for us. There are times when side remarks are made about our looks during interviews, such as "we need someone who's fair or light in complexion for this role, since you are neither, how would you perform in this sales aspect?" Aside from facial features, there are even comments on our body shapes or speaking styles. Employers need to realize that evaluating candidates based on appearance or superficial traits only limits their ability to find the best person for the job. What truly matters is the skills, experience, and potential a candidate brings to the table. Furthermore, as women, we should never let these words diminish our self-worth. Your talent will always shine through regardless of superficial criteria. Lastly, there's a place for you, where your abilities and contributions are recognized and appreciated. Seek out environments where you are valued not just for how you look, but for who you are and what you can achieve❤️. #careerconfidence #womenempowerment #womenatwork #remotework #hrcommunity #jobseekersupport

April is Fair Chance Hiring Month. This month we will be raising awareness about the important effort of creating job opportunities for people who are justice-impacted. Nearly one in three working-age adults in the U.S. has a prior arrest or conviction, and as a result, faces significant barriers to employment. As companies assess their staffing needs, fair chance hiring is one way for companies to reach and retain untapped, diverse talent. Alongside Cara Plus and Chicagoland Workforce Funder Alliance, we are working with companies through our Fair Chance Hiring Initiative to support companies in recruiting, hiring, retaining and advancing justice-impacted talent in Chicago and beyond. To learn more read here and join the movement: https://lnkd.in/ghNbQv_A #fairchancehiring #secondchancehiring #Chicago #access #opportunity #workforce #collaboration #Chicago #BusinessUNusual #diversity #equity #inclusion #untappedtalent

Did Rose take it too far being her authentic self?   She woke up this morning exuding the confidence of a runway model, only to show up to her job interview dressed in what could only be described as a wedding gown. I must admit, it was quite stunning!   Her choice was anything but forgettable.   And trust me, it wasn't a wardrobe malfunction.   It was … a lesson in understanding your audience.   Authenticity, philosophically, is about staying true to your personality despite external pressures and is influenced by your:   Identity;   Beliefs;   Culture and;   Experiences.   Being yourself is absolutely crucial, but let's not forget the importance of reading the room. While Rose's boldness was commendable, her outfit missed the mark by a MILE, and her reaction across her face, after the interview – said it all.   So, understand the culture and company you are interviewing at, pick up on the subtle cues and use your emotional intelligence to interview effectively. While a wedding dress might steal the spotlight at a reception, SAVE IT for the right occasion! ***   At Crafted Identities we work with and place great marketing and business development candidates to ensure the right cultural fit, as well as actively support the advancement of diversity objectives, emphasizing principles of equity and equality without regard to age, gender, or ethnicity.   Join the conversation Crafted Identities   #Recruitment #Marketing #DigitalMarketing #InterviewTips #Hiring #authenticity

You're interviewing for a great position, only to discover the company's DEI (Diversity, Equity, and Inclusion) efforts leave much to be desired. As more people look to join companies that align with their values, how do you determine a company's real commitment to DEI from its flashy PR?  Well, before your interview even takes place, there are some steps you can take to determine DEI-washing. Here's how to spot the real deal and find a workplace that truly values diversity: 1️⃣ Research: Check their website for clues on inclusivity. 2️⃣ Follow the Money: Look at their financial contributions and sponsorships. 3️⃣ Read Reviews: Employee feedback can reveal the true workplace culture. 4️⃣ Ask Questions: In interviews, probe into DEI team goals, and progress. 5️⃣ Look for Certifications: Standards like the Corporate Equality Index matter. Kaila Marie Caldwell interviews Nate Shalev, an inclusive language expert for Welcome to the Jungle. They explain more on how to cut through the noise and find a company that genuinely values DEI. #Diversity #Inclusion #Equity #CareerTips #JobSearch #WorkplaceCulture #DEI https://lnkd.in/exbEmdQz

At Praxis Labs, we built an immersive scenario where you experience bias during an interview process, causing you to underperform due to anxiety. You learn to: ✅ Recognize subtle bias during hiring ✅ Address stereotype threat ✅ Create a better process Interested? Check it out https://lnkd.in/eaH39SRb

Happy Friday! We're proud to share our partnership with Fitted for Work and our recent volunteering activity! 🤝 Our #VIC Consultants Emin Jeka, Charlotte Smith, Cheri Randell, and Chris Castellano dedicated their time to host mock interviews for Fitted For Work's clients, who are on their journey of searching for or returning to work. The aim of these mock interviews was to offer a true-to-life experience of navigating a large office space in the CBD and engaging in a panel interview. We provided the interview questions beforehand to alleviate anxiety and ensure readiness. Our goal was to empower them with #preparation and #support. Following each interview, we had a short break and then offered constructive feedback on their performance, highlighting strengths and areas for improvement. Our intention was to nurture confidence and equip them for success in their real-world interviews. Together with Fitted For Work, we're committed to making a tangible difference in the lives of women experiencing disadvantage who want to join or return to the workforce. #PublicSectorPeople #PrioritisingPeople #partnership

Over the years, I've had the privilege of connecting with countless candidates through my role at Woven Care Each interview brings its own unique insights, but what truly stands out are the thoughtful questions some candidates ask. I always enjoy it when an interview transforms into a genuine conversation rather than just a typical Q&A session. Lately, two questions keep coming up: "What is the culture like at Woven Care?" and "Why do you stay on the team?" These aren't just casual inquiries; they reflect a deep interest in the heart and soul of our organization. It's clear to me that while many factors influence someone's decision to join a team, finding a culture fit is often the most important. We all seek a workplace that resonates with our values, makes us proud, and creates an environment where we feel comfortable and excited to contribute. Reflecting on these questions and my time at Woven Care, I realize the answer to my why is our team. Our culture is my "why." It's why I love being part of this team, why I'm dedicated to our mission, and why I believe we can achieve our goals and make a meaningful impact on the world. Our culture stems from the core values and operating principles we, as a team, are committed to upholding. These values are more than just words on a board; they are the foundation of our daily actions and interactions. What we live every day. I'm incredibly proud of how our team embodies these values, making Woven Care not just a great place to work, but the best place to work. I am so excited to see how these values continue to drive who we are as a team and the impact we have on our community!

Where do we draw the line when it comes to candidates filling out an enormous amount of questions to apply for a role? 📝 I'm not talking questions to do with their experience, I'm talking personal questions that could trigger an unconscious biased in the interview process 🤔 Of course, companies want to ensure diversity is being monitored etc, but where do you draw the line? ✍️ I have seen quite a few application processes where candidates are asked: - Gender at birth - Gender they identify with (I believe is very important) - Religious beliefs - Disability / Long term condition (and what they are) - Type of school they attended age 11 - 16 - Occupation of main household earner when aged 14 - RTW - Ethnicity AND THEN you add your CV Of course some if this is crucial to know, and there is always an option to put 'prefer not to say' but wouldn't that then automatically trigger and unconscious bias in the hiring managers' mind of that person? 🫢 I'm very interested to hear your thoughts!