Robert Mayer, one of our Partners, shared excellent insights about taking an asset-based approach to candidates with a few short tenures on their resume. Read his recommendations for best practices here: https://bit.ly/3zPQuKz #ShortTenures #Hiring #Bias #Equity
Wonderful article. This takeaway was powerful, "Reconsidering short tenures gives us more opportunities to connect with good candidates, and helps organizations consider their own room for growth. Creating a sense of trust during interviews is easier said than done, but it’s part of the work of building equity. These tips are about providing new context to the short tenure, but they’re also about doing a better job of humanizing people."
Tricia Brand
3w
Such an effective example of reframing a common question for hiring teams through an asset-based approach.
Great insights here On-Ramps —it's crucial to judge candidates on the journey they've taken, not just the stops along the way. Short tenures can often reflect a commitment to finding the right fit, rather than a lack of loyalty.
David Song
3w
Grateful to read this, especially at a time with so much turnover and uncertainty in the nonprofit space. Thanks to Robert for the thought leadership and to Monica for highlighting this article
Lisa Robb
2w
Great info + advice, thanks.
Founder @ Raido Consultancy | Modern-day troubadour | Family man
3wExcellent article -- one that I made sure to share when it was first published! When employers and recruiters don't take the time to understand the reasons behind brief job tenures or gaps in a candidate's work history, they may miss out on exceptional talent and even worsen their own retention issues. Labeling candidates with nontraditional work histories as "red flags" is not only outdated; it's a clear indication of bias. I am proud of every chapter in my career, as are many others with diverse work experiences, and it's time for more recruiters to appreciate the value these varied backgrounds bring.