It is critical for leadership to set the tone and values for an organization and reflect that in their hiring practices, says Kelly Lee, Business Program Manager on the Infrastructure Team at …

Do you have different recruitment and retention strategies for different division in your workforce? Emily Pitts, Principal, Inclusion & Diversity with Edward Jones says they have overarching …

Employers look at the personal social media pages of perspective employees. Glenn Pace, a professor in the management area at Missouri State University, cautions that what you post can have a …

Amy Blansit, Founder of Solely Jolie Púr Pallette, says you need to hire people whose strengths compliment your own. Whether you’re looking for someone with people skills or an analytical mindset, …

Kelly Lee, Business Program Manager on the Infrastructure Team at Facebook, says not just hiring practices will achieve team inclusion and diversity. Facebook takes a three pronged approach: Look for …

Interview first for ability to do the job then ask probing questions to see if the candidate will fit with your company’s inclusion policies. Susan Stith speaks from experience as the Vice President of Diversity, Inclusion and Corporate Giving for Express Scripts.

Would you choose to hire an inexperienced job candidate over an experienced one? “We decided very early on that in the bar and restaurant business — sometimes experienced hirees are gonna bring …

“In a small business, I think first I would say, look for talent that can compliment the skill sets, talents and insights that you already have,” says Emily Pitts, Principal, Inclusion & …