Discrimination Interview Software Knowledge Base 
TalentCulture
SEPTEMBER 1, 2017
A new Deloitte survey finds companies’ interest in diversity in the workplace is focused on bias in recruiting and the use of new tools to reduce this bias. Recruiting tip #1: Use software tools to address bias in recruiting. 68% of companies they surveyed measure and monitor diversity and inclusion in their recruiting.
Chief Learning Officer - Talent Management
AUGUST 5, 2019
Knowledge discrimination, a term established by lifelong learning expert and author Peter Smith, acknowledges that we discriminate in favor of knowledge based on where it is learned rather than how well an individual knows it and can apply it. We’ve got the technology to do it.
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Survale HR
JULY 3, 2024
So far, the candidate facing AI offerings perform tasks like answering questions, scheduling interviews and coordinating tasks associated with recruiting processes, most of which affect candidate experience. That said, these tools appear to be only a mild upgrade from rules-based systems, performing the same tasks at this point.
Insperity
AUGUST 23, 2018
It’s the same thought process you would use if you interviewed someone with an identifiable or obvious disability (e.g., This engaging conversation is referred to as the “interactive process” and is key to an organization’s defense against allegations of discrimination based on disability or failure to accommodate.
TrustRadius HR
DECEMBER 13, 2019
Starbucks’s response this discrimination, mandatory training, is a common response to social injustice in the business world. And what should businesses do to address bias and discrimination instead? Also avoid framing D&I as “don’t discriminate or the company pays, or you pay.” Why Training Comes Up Short.
Abel HR
OCTOBER 22, 2020
When it comes to recruiting, we all know the rules on discriminating against gender, race, cultural background, etc. But are there other, perhaps less obvious, ways in which you can discriminate against candidates? If you’re picking candidates from the Ivy Leagues, you expect your candidate to be among the best and the brightest.
Thrive Global
DECEMBER 6, 2020
As a part of our series about “How Diversity Can Increase a Company’s Bottom Line”, I had the pleasure of interviewing Annalisa Nash Fernandez, an intercultural strategist and global speaker. I feel like I’m in the right space at the right time, as technology proliferation hits a wall that is human. Thank you for that.
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