How AI programs can overcome hiring bias - TheJobNetwork

How AI programs can overcome hiring bias - TheJobNetworkAs the adage goes, to err is human. Mistakes and bias are built into the human condition. We can try ur very best to maintain objectivity, but more often than not we allow personal biases to creep into our everyday decision making. While most of the time behauptung biases are harmless, this can become a huge problem when your job is hiring people. Hiring bias is, unfortunately, areal product of the human condition. Something as seemingly innocent as setting up an interview with a candidate just based off the fact that they attended the saatkorn high school, or more seriously, refusing someone based off their race or gender, can be problematicespecially in HR. So how can we as professionals prevent this sort of thing from happening? googletag.cmd.push(function() googletag.display(div-gpt-ad-1518041901437-0) ) The solution could just be taking the human aspect out of the equation altogether. Artificial intelligence (AI) can elimi nate unwanted bias during the hiring process. Originally appearing in an article posted on PandoLogics blog,here are some ways AI can erase hiring bias.Prevent hiring discrimination danger zonesAI works off data, meaning you still have the power to crunch the numbers. If youre worried about bias creeping in, you can set the program to exclude metrics that indicate age, race, or gender. This leaves you with only the pertinentinformation experience, skills, capabilities, etc.According to a recent meta-study compiled by PNAS, hiring discrimination remains mostly unchanged over the past 25 years. Minorities continue to receive 30-50% fewer callbacks than their white counterparts. By and large, fewer callbacks mean fewer offers for Latinx and African-American candidates. No matter how qualified these candidates are on paper, theyre just not being considered as often. As alarming as these stats seem, we do have the means with which to combat the debilitating bias some people face. AI can make sure these candidates dont fall through the cracks and are considered for qualified positions.Set up guidelinesWeve all had that one boss that would drill standards and protocols into our brains until we could recite them in our sleep. As helpful as that was, living in the 21st century definitely has its perks. Just make tech do it

3 things your senior-level retail resume should say about you

3 things your senior-level retail resume should say about you 3 things your senior-level retail resume should say about youMaking the move from retail middle management into senior leadership roles requires experience, proven results and strong leadership abilities. What separates a senior retail leader from senior positions in other fields is that the retail leader is totenstill a merchant who needs to understand the customer experience, says Bob Phibbs, a New York City-based retail expert and founder of consulting firm The Retail Doctor.To prove youre ready to rise to the top of a retail organization, make sure your resume includes these accomplishments.You can increase your numbersand those of the people you managedYour accomplishments alone wont make you stand out unless you give them some context, says Debra Benton, a Colorado-based executive coach and author of The CEO Difference.A mistake is thinking that your history of a stellar retail sales record is what will get you notic ed, she says. Yes, statistics of sales success are important, but only if you make it relative.Explain on your resume how your sales compare to others, how they increased year upon yearand better yet, how others sales numbers increased under your leadership. You being a star is insufficient you have to help others be a star too, Benton says.You have an advanced educationEducation doesnt need to be at the top of your resume, but it is an important component when youre moving into a senior leadership role. If you have a degree that may not exactly be relevant to retail, try to explain how your education helps prepare you for the C-suite.For example, highlight how your bachelors in education taught you how to be a strong leader, coach and to guide people with different learning styles. A post-secondary degree can be a requirement, but not always, says Adrienne Fay, director of marketing and business sales at Omaha-based Borsheims Fine Jewelry and Gifts. Many managers at Borsheims have grown through the company and acquired skills along the way in lieu of an advanced degree.If youre not planning to move up through the same company throughout your career, however, a degree is probably necessary. Additionally, some specialty retail positions require a specific degree that might need to be featured mora prominently on your resume. This could be a four-year degree or specific gemological training such as a graduate gemologist degree, Fay explains.Youre a brand visionaryAt the senior management level, you need to have a vision and a direction for the companys brand, Phibbs says. CEOs and other executives should have a track record of taking risks for their company. Mid-level managers look above for approval, he says. A CEO is willing to take more of the blame because theyre not looking for approval.Your resume should also show that you understand the importance of branding in a retail setting. A strong senior manager will want to fill in the gaps in the company by expa nding its offerings and customer service, rather than just concentrating on the bottom line, Phibbs says.The senior side has to bring more to the table than just a resume to begin with, he adds. They have to have a vision and a direction to take the brand.Find senior-level retail jobs on Monster.MORE FROM MONSTER4 ingredients that make up the perfect mid-level retail resume5 must-know tips for getting an executive position in retailThe easy 5-step plan for getting that senior-level vorrcken in retail Tags management resume