Blind Hiring: How to Implement Inclusive Hiring Strategies

Hiring is top priority for most businesses – and that’s definitely true for OpenView’s portfolio companies. But, have you ever thought about what your job descriptions say about your company or your culture? Or how the way you write job descriptions might discourage qualified candidates from even applying? Well, according to an internal report from HP, men apply for a job when they meet 60% of the qualifications listed, while women will typically only apply if they meet 100% of the requirements laid out in a job description. HP attributes this phenomenon to the fact that women tend to be ‘rule followers’ – in other words, women will only apply to jobs for which they are certain they have the requisite experience. But as a Talent Manager, I’ve seen plenty of beyond-qualified women who are in fact perfect for jobs despite not having all of the “required” skills or
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How Patience Powers Long-Term Growth: Optimizing the In Between

More and now. These are two words heavily embedded in the mind of anyone in business. For new companies, it’s “how fast can we get more customers?” and “how fast can we grow now?”. Countless articles and publications praise companies that have been able to grow quickly. Their ability to accomplish more, now, is revered. Rightly so. The problem is that when we focus solely on growth, we tend to overestimate the stability of our infrastructure and underestimate the adaptations needed to support new business. We assume our current team and systems are sufficient (and efficient) because they’ve supported previous demand. We neglect to properly plan ahead. One consistently overlooked area is the state and scalability of our human capital – our employees. When companies grow, added pressure is put on the existing team. Not only must they maintain the same level of performance on their
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How to Land the Best Talent for Your Startup

How many candidates do you talk to in a week? How many do you reach out to to secure those conversations? In our line of work, there’s a fine balance between quality and quantity. It’s easy to just go through the motions of hiring without putting much thought into who we’re talking to or the goal of conversations we’re having. I’ve seen countless recruiters who speak with a candidate once, send an email or two to schedule interviews, fail to build a relationship, and are blindsided when a candidate withdraws or declines an offer. News flash: You should be the main point of contact for candidates during the hiring process. As the candidates move through the interview stages, it’s up to you to keep them engaged and sell them on the amazing opportunity in front of them. While there is no magic recipe to making a hire, you should always
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Leading Through Scale: Mindset, People, Systems

“I have bad news for you,” I told Roger. There is definitely a bottleneck in the organization. And I’m afraid that the bottleneck is you.” Roger is the CEO of a 3-year-old enterprise software company. The company had just landed its Series C funding round and were in heavy expansion mode – they went from 60 to 150 people in 8 months and opened up 3 international offices. They were on the way to almost doubling again in a year. They had to scale rapidly. Roger is energetic, fun, a great leader of people, visionary and analytical. But he had one teensy problem – he was a control freak. I had interviewed Roger’s direct reports – 10 in all (a big group and a clue that there was, shall we say, room for optimization). The data from my talks was clear: Roger wanted to be involved with most decisions.
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5 Strategies for Hiring a Diverse Team

To create an effective team, it’s important to consider the diverse and complementary skill sets of individual team members. But diversity in skills is only one component of building a successful team. What does a diverse team look like and how does diversity contribute to a more effective workplace?

Types of Workplace Diversity

Workplace diversity is defined as understanding, accepting, and valuing differences between people. In general, when we think about workplace diversity we think about inherent diversity – demographic characteristics such as gender, ethnic background, sexual orientation, and age. The other type of workplace diversity is acquired diversity – differences in knowledge, personality, skill sets, and values, which are often uncorrelated with demographics. The idea is that the less monolithic your team is in these categories, the more able you’ll be to foster an environment where different ideas, innovative approaches, and collaboration can grow

Benefits of a Diverse Team

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Design Thinking For HR Innovators: The What, How And Why

In the race to create more agile, engaged and innovative organizations, companies are expecting HR to revamp our outdated processes to match this new environment. This business need creates a golden opportunity for HR to recast its core people processes which are often rightly maligned by leaders, managers, and our team members alike. Many HR innovators have already begun to proactively take advantage of this push to tear down antiquated processes and the inherent mindsets of less progressive HR teams in the past and construct new processes that reflect the unique people and purpose that drives their business. Yes the rebranding buzz to change ‘HR’ to ‘People Operations’ or ‘Employee Experience’ is fairly superficial in itself but when HR leaders combine this rebranding with a new mindset and approach, the impact can be material. Despite what you may think, this is not reserved for the known HR superstars everyone quotes or who
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