6/21/21-BottomLeaderboard- SHRM

Content by Biddle Consulting Group

  • Methodology: Job Analysis and Structured Interviews

    Why do recruitment efforts fail so frequently? Hiring is more complex than many people realize. It’s not always intuitive to evaluate applicants in a holistic, compliant way, but job analysis and structured interviews are a step in the right direction.
  • Your Favorite Candidate Bombed the Skills Test. Now What?

    Interviews and résumés are crucial when evaluating an applicant, but neither can paint the whole picture of a person’s capabilities. What do you do?
  • Selecting the Right Pre-Employment Test

    Businesses often find it tough to determine which types of pre-employment testing to use. Generally speaking, analyzing the position helps pinpoint the ideal assessment.
  • COVID-19 and EEO/ADA Considerations

    The Equal Employment Opportunity Commission (EEOC) has issued guidelines for employers to follow during the pandemic, which are exceptions to the rules, such as those regarding wellness checks.
  • Ousting Unconscious Bias in the Selection Process

    What are the three hiring practices that may soon replace job interviews? Using a more holistic approach by evaluating an applicant’s knowledge, skills, and abilities in a job-related fashion may be best.
  • 3 Hiring Practices That May Soon Replace Job Interviews

    Selection processes that consist of merely an unstructured interview are a poor predictor of success, yet an interview is still the candidate assessment tool of choice for many hiring managers. Understandably, these decision-makers want to meet applicants before extending job offers and feel...
  • Make Strides Toward Age-Inclusive Hiring

    4 Ways Employers Can Make Strides Toward Age-Inclusive Hiring. Age discrimination occurs in many ways. Sometimes, it’s intentional. More often, it’s subtle and unconscious.
  • The most significant sex-based pay discrimination case in OFCCP History

    Game changer for the OFCCP and federal contractors. The OFCCP will have to change its audit practices of federal contractors’ pay systems and its approach to “manufacturing” statistical evidence of pay discrimination.