View the videos and share how the various aspects in the video apply to you c
View the videos and share how the various aspects in the video apply to you current or previous work experience. YOU MUST STATE THE TERMS, MODELS, OR CONCEPTS FROM THE COURSE TEXTOOK THAT APPLY TO WHAT YOU SAW IN THE VIDEO AND EXPLAIN HOW AND WHY THEY APPLY. What terms or ideas that you saw in each video were most important to you? Explain why you think they are important to organizations or managers? You must reference these terms with intext citations in proper APA format. If you mention a term or concept that is not your own, then you must put a reference at the end of the sentence from either the video or the textbook in APA format. This discussion assignment should be much more then book report of you re-stating what happened in the video. The goal is for you to analyze what took place in the context of the terms in the book. Your post must be at least 300 words long. YOU MUST ALSO POST TO THE POSTS OF 3 DIFFERENT CLASSMATES TO GET FULL CREDIT.
Unconscious bias: Stereotypical hiring practices. | Gail Tolstoi-Miller | TEDxLincolnSquare
Why the best hire might not have the perfect resume | Regina Hartley
Why your Job Applications are getting ignored. | Jean-Michel Gauthier
How I got the best job ever without submitting a resume | Natalie Ledbette
How to land your dream job with one email | Edward Druce
To get full credit you must fully address the following:
USE THE INFORMATION BELOW AS A CHECKLIST TO ENSURE THAT YOU WILL GET FULL CREDIT.
Post was minimum of 300 words and you must post to at least twice to another classmate post or post to two different classmates which a post that asked a question or makes a comment that is more than 30 words long.
Analyzed and synthesizes theory and/or practice to develop new ideas and ways of conceptualizing and applying course content.
Addressed relevance to current trends/events/climate in the industry.
Built on the discussion by adding own examples, course materials, asking questions, etc.
Responded to the question with intext citations in APA format. (This means paragraphs must have references embedded in them.
View the link below:
Link
Link
https://blog.apastyle.org/apastyle/2011/10/how-to-create-a-reference-for-a-youtube-video.html
Used multiple terms and concepts from the course text, readings, and media to support answers. These terms must be cited in proper APA format.
Analyzed and synthesizes theory and/or practice to develop new ideas and ways of conceptualizing and applying course content.
Addressed relevance to current trends/events/climate.
Built on the discussion by adding own examples, course materials, asking questions, etc.
Demonstrated graduate level writing with correct grammar, sentence structure, spelling, punctuation, and APA format.
Wrote in full paragraphs with a sentence structure and paragraph structure of responses are clear, logical, and easy to follow. The M.E.A.L writing approach is often the most effective. Link on the writing approach:https://www.youtube.com/watch?v=GL_AmnVKD0g
Link: https://www.youtube.com/watch?v=I3Y6AQ8UG_U
Link: https://www.youtube.com/watch?v=cF_PoOz2Tl4
Use the above items as a checklist that your assignment is complete before your final submission.
Responses:
1)
Today, stereotyping is a vital issue when it comes to hiring one individual over another (Robbins & Judge, 2016). According to Robbins and Judge (2016), stereotyping is “judging someone on the basis of one’s perception of the group to which that person belongs” (p. 86). When a company is looking to fill a position, they usually have a problem at hand (Robbins & Judge, 2016). The company must advertise the job and then make a decision to hire a particular candidate to fix the problem (Robbins & Judge, 2016). When making this rational decision, the company must set aside all stereotypical aspects and hire the right person who is the right fit for the job and fixing the problem (Robbins & Judge, 2016).
This week’s videos focus on avoided stereotypical hiring decisions in the workplace and how to be successful when it comes to applying for a new job. Unconscious Bias: Stereotypical hiring practices by Gail Tolstoi-Miller an interesting technique to avoid stereotyping (Tolstoi-Miller, 2017). Tolstoi-Miller (2017) stated, “I started to challenge myself and the hiring manager with two simple words, two words that had the most impact on unraveling unconscious bias.” The two words that Tolstoi-Miller (2017) was referring to was “so what?” By using the two simple words, a hiring manager can look at an individual and notice their different images and say “so what” (Tolstoi-Miller, 2017)? This sets any stereotypical views aside and focuses on the abilities of the job candidate (Robbins & Judge, 2016).
In her video, Why the best hire might not have the perfect resume, Regina Hartley (2015) compared the resumes of two qualified candidates, one of which was flawless, and the other which was not as extravagant. She goes on to describe these candidates as the “silver spoon” and the “scrapper” (Hartley, 2015). Hartley states, “What happens when your whole life is destined for failure, and you actually succeed? I want to urge you to interview the scrapper.” Just because someone is a scrapper and had to work hard to get where they do not mean they should be overlooked as a job candidate (Hartley, 2015).
The last video, How to land your dream job with one email, by Edward Druce (2015) was also impressive as well. Druce (2015) introduces a method that defines the dream, the problem, and the solution. This method consists of an email that describes your dream, the company’s problem, and how you can find the solution to that problem (Druce, 2015). This method allows for more noticeability instead of using the “machine gun blast” of CV’s and resumes to several companies in hopes that it is selected (Druce, 2015). Therefore, Druce (2015) sees this method as being more personal and will better attract the attention of the hiring manager, or whoever is reading the email.
2)
In reviewing the videos for week 7 discussion, the focus was on how unconscious bias can impact the hiring process. Bias happens at every stage of the hiring process beginning with the resume. Managers that conduct interviews need to be aware of these biases when interviewing candidates and during the selection process. Humans process information very quickly and will interpret something we see without much thought or even pass judgment on something we have little information about. Managers need to be more aware of these biases when interviewing and picking the best candidate.
Gail Tolstoi-Miller, Unconscious bias: Stereotypical hiring practices, considers how we all have an unconscious bias that is generated by our brain allowing us to make quick judgments of people and situations. Unconscious bias is influenced by our cultural environment and personal experiences. According to Gail Tolstoi-Miller fears help shape our decisions and we make decisions that make us feel safe (2017). There tend to be quite a bit of unconscious biases in hiring practices of organizations. Since our brains create shortcuts and the average time a resume is reviewed is 6 seconds attention to detail on your resume is important. It can be the difference between the yes or no pile. While the gut feelings, beliefs, and judgments can get in the way of properly assessing a candidate it is human nature. Some individuals use selective perception to assess what’s going on around them thus drawing conclusions from an ambiguous situation (Robbins & Judge, 2017 p.86). The halo effect might be more common just because it is so easy for someone to make an inference off one small clue such as the way a person is dressed (Robbins & Judge, 2017 p.86). This is something I am sure a lot of people can say they have witnessed or played a part. In organizations, we must be very careful not to let this unconscious bias influence decisions that could be a detriment to others. I appreciate what Gail Tolstoi-Miller said at the end of her speech, “So what?” (2017). These two words are self-check. We need to remove the clutter and return to the conscious as this will help you focus (2017).
The video, Why the best hire might now have the perfect resume, was by far the one I identified with most. Regina Hartley gave a synopsis about the silver spoon vs the scraper candidate (2015). While she expresses that they should both be interviewed she goes on to the reason why the scraper will be the better candidate. The silver spoon candidate life thus far has been engineered towards success so how would they fare in tough times? On the contrary, the scraper has post-traumatic growth and transformation that helps them pay greater attention to detail and become a better listener (2015). The scraper has 100% control over self and has a sense of purpose and refuses to give up on themselves. I can identify with the concepts Regina Hartley spoke about because I consider myself the scraper. I believe in hard work and have always held myself accountability. I put myself through college while holding a part-time job, but it taught me responsibility and humility. I have worked my way to the position I hold today, and I can still say my viewpoints of myself have not changed. I do understand that my motivation (Robbins & Judge 2017 p.100), hard work, perseverance, and determination have contributed to my personal success and I will never forget where I started.
Jean-Michel Gauthier, why your job applications are getting ignored, exhibits self-concordance Robbins & Judge, 2017 p.105) while applying for a position with Emirates. Jean-Michel Gauthier discussed at length many factors that contribute to your resume being overlooked including a lack of keywords, failure to convey passion and interest and express why you are the right fit for the role. He mentioned two ways to increase your chances for an interview; send a letter describing your passion and interest and send a video CV. These two options set you apart from the rest of the candidates because it makes you human to the reviewer. The message taken away from this is to change your methodology and you may be surprised with the outcome (Gauthier, 2016).
How can we rebuild our network to further our goals and interests? Natalie Ledbette, How I got the best job ever without submitting a resume, says we should step out of our comfort zone and ask (2015). All we need to do is approach people and ask specific questions about careers and ask for advice because people respond to honesty. I agree with just asking because I had a similar situation happen at my place of employment. I had originally asked my boss for something that he could not approve. He explained that his boss was the only one that could approve it so, therefore, I scheduled an appointment with my bosses’ boss, and I was able to get what I had asked for. The power of communication in the workplace means more engaged employees and job satisfaction (Robbins & Judge, 2017 p.37) and ultimately a more positive organizational culture (Robbins & Judge, 2017 p.266).
In conclusion, we are all human beings and we all have an unconscious bias that are essentially stereotypes (Robbins & Judge, 2017 p.86) that are deeply ingrained. It is a form of discrimination (Robbins & Judge, 2017 p.19) that should be eliminated whenever possible. We as individuals need to be honest with ourselves and recognize our own biases and challenge ourselves by exposing ourselves to new ideas and experiences that help improve ourselves and our organizational culture (Robbins & Judge, 2017 p.266).
3)
In reviewing the videos for week 7 discussion, the focus was on how unconscious bias can impact the hiring process. Bias happens at every stage of the hiring process beginning with the resume. Managers that conduct interviews need to be aware of these biases when interviewing candidates and during the selection process. Humans process information very quickly and will interpret something we see without much thought or even pass judgment on something we have little information about. Managers need to be more aware of these biases when interviewing and picking the best candidate.
Gail Tolstoi-Miller, Unconscious bias: Stereotypical hiring practices, considers how we all have an unconscious bias that is generated by our brain allowing us to make quick judgments of people and situations. Unconscious bias is influenced by our cultural environment and personal experiences. According to Gail Tolstoi-Miller fears help shape our decisions and we make decisions that make us feel safe (2017). There tend to be quite a bit of unconscious biases in hiring practices of organizations. Since our brains create shortcuts and the average time a resume is reviewed is 6 seconds attention to detail on your resume is important. It can be the difference between the yes or no pile. While the gut feelings, beliefs, and judgments can get in the way of properly assessing a candidate it is human nature. Some individuals use selective perception to assess what’s going on around them thus drawing conclusions from an ambiguous situation (Robbins & Judge, 2017 p.86). The halo effect might be more common just because it is so easy for someone to make an inference off one small clue such as the way a person is dressed (Robbins & Judge, 2017 p.86). This is something I am sure a lot of people can say they have witnessed or played a part. In organizations, we must be very careful not to let this unconscious bias influence decisions that could be a detriment to others. I appreciate what Gail Tolstoi-Miller said at the end of her speech, “So what?” (2017). These two words are self-check. We need to remove the clutter and return to the conscious as this will help you focus (2017).
The video, Why the best hire might now have the perfect resume, was by far the one I identified with most. Regina Hartley gave a synopsis about the silver spoon vs the scraper candidate (2015). While she expresses that they should both be interviewed she goes on to the reason why the scraper will be the better candidate. The silver spoon candidate life thus far has been engineered towards success so how would they fare in tough times? On the contrary, the scraper has post-traumatic growth and transformation that helps them pay greater attention to detail and become a better listener (2015). The scraper has 100% control over self and has a sense of purpose and refuses to give up on themselves. I can identify with the concepts Regina Hartley spoke about because I consider myself the scraper. I believe in hard work and have always held myself accountability. I put myself through college while holding a part-time job, but it taught me responsibility and humility. I have worked my way to the position I hold today, and I can still say my viewpoints of myself have not changed. I do understand that my motivation (Robbins & Judge 2017 p.100), hard work, perseverance, and determination have contributed to my personal success and I will never forget where I started.
Jean-Michel Gauthier, why your job applications are getting ignored, exhibits self-concordance Robbins & Judge, 2017 p.105) while applying for a position with Emirates. Jean-Michel Gauthier discussed at length many factors that contribute to your resume being overlooked including a lack of keywords, failure to convey passion and interest and express why you are the right fit for the role. He mentioned two ways to increase your chances for an interview; send a letter describing your passion and interest and send a video CV. These two options set you apart from the rest of the candidates because it makes you human to the reviewer. The message taken away from this is to change your methodology and you may be surprised with the outcome (Gauthier, 2016).
How can we rebuild our network to further our goals and interests? Natalie Ledbette, How I got the best job ever without submitting a resume, says we should step out of our comfort zone and ask (2015). All we need to do is approach people and ask specific questions about careers and ask for advice because people respond to honesty. I agree with just asking because I had a similar situation happen at my place of employment. I had originally asked my boss for something that he could not approve. He explained that his boss was the only one that could approve it so, therefore, I scheduled an appointment with my bosses’ boss, and I was able to get what I had asked for. The power of communication in the workplace means more engaged employees and job satisfaction (Robbins & Judge, 2017 p.37) and ultimately a more positive organizational culture (Robbins & Judge, 2017 p.266).
In conclusion, we are all human beings and we all have an unconscious bias that are essentially stereotypes (Robbins & Judge, 2017 p.86) that are deeply ingrained. It is a form of discrimination (Robbins & Judge, 2017 p.19) that should be eliminated whenever possible. We as individuals need to be honest with ourselves and recognize our own biases and challenge ourselves by exposing ourselves to new ideas and experiences that help improve ourselves and our organizational culture (Robbins & Judge, 2017 p.266).
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