Founder’s Message:
The use of technology is sweeping through the hiring process. It’s used to help candidates prepare for interviews (see article below) and it’s used by employers to screen applicants, as described in one of FirstGen Ahead’s earlier newsletters. While there has been considerable attention to reducing bias through structured interviews and the types of questions asked during the hiring process, are the algorithms used to prepare and screen applicants aligned with bias-free questions? This may not be the case, nor might it be the case that there is a consensus on what’s considered a biased question. For example, some see a standard question, “Tell me about yourself” as biased since candidates from various cultures may find it difficult to sell themselves because it’s seen as “bragging” and is frowned upon in their culture. Others disagree. Regardless of your opinion on whether this question is biased, if you use an artificial intelligence (AI) platform to practice interview questions, this one is likely to be asked.
There is work to be done to agree on which questions are biased and aligning technology to support anti-bias questions in the hiring process. In the meantime, FirstGen Ahead students and coaches can discuss this topic and prepare for different scenarios. The gold standard that is used in hiring orchestra musicians (performing behind a curtain so only the music they are playing is heard in making hiring decisions) does not apply across all workplaces or hiring processes.
Susan Gershenfeld, PhD
|
|
“Equity isn't a belief, it's the foundation of a civilized society.”― Abhijit Naskar
|
|
Electronic Portfolios as a Personal Branding Tool
Electronic portfolios (referred to as e-portfolios) play a significant role in assisting candidates with their efforts to secure relevant internships and post-degree employment. They are basically a personalized website with visual and sometimes auditory representations that help create a personal brand. The majority of hiring managers are more impressed by a candidate’s e-portfolio than other personal branding tools, yet only 7% of job seekers actually have one, according to an article in Forbes. Why are hiring managers more impressed with an e-portfolio? It gives them a glimpse into a candidate’s personality in a way that’s not evident from a resume. It also allows job seekers to highlight what people will find when they search online, and it allows candidates to demonstrate key knowledge and career-related skills with a clear demonstration of the competencies employers seek.
At FirstGen Ahead, students have the opportunity to create an e-portfolio with the guidance of their coach. Working with their coach, students can review other student e-portfolios, brainstorm potential content, and receive feedback both on substance and design. Current seniors will have the opportunity to present their e-portfolios to a panel of HR professionals for feedback in December. Once finalized, e-portfolios can be included on their LinkedIn page allowing for easy and visible access to a potential employer.
Image Source: https://www.blackenterprise.com/5-things-you-should-know-about-professional-e-portfolios/?test=prebid
|
|
Including Vaccination Status
on Resume
Should you include your Covid-19 vaccination status on your resume and/or LinkedIn profile? According to survey findings reported last month in the Wall Street Journal, the answer is “yes.” Seventy percent of hiring managers said showing vaccination on the resume helps job prospects (based on an August survey of 1,250 hiring managers). Nearly 70% said they were more likely to hire applicants who indicate on their resume that they have been vaccinated, according to Resume-Builder.com, which commissioned the poll. One-third of hiring managers surveyed said they were automatically eliminating resumes that don’t contain vaccine status.
This is not without controversy, however. Some people can perceive it as an invasion of privacy. It can also place job applicants who aren’t vaccinated because of legitimate medical reasons at a disadvantage or force them to make a pre-employment ADA admission.
The article also included new data from job-search engine Adzuna, which shows an uptick in job postings that seek fully vaccinated candidates. In August, over 50,000 new job postings on the site said the Covid-19 vaccination was required, up from 35,000 in July and 2,300 in January. Positions in healthcare, hospitality, and catering were most likely to require vaccine disclosures.
More job seekers are adding their vaccination status “Fully Vaccinated” to the top of their professional profiles on LinkedIn. Students need to do what works best for them.
Image Source: https://www.inc.com/rebecca-deczynski/vaccine-mandate-hiring-managers-survey.html
|
|
Using Artificial Intelligence Tools to Prepare for Job Interviews
Preparing for a job interview is like preparing to go on stage. Not only do you need to know your lines, but also you need to say them in a confident and convincing way. How you present yourself is at least as important as what you say!
There are many free resources to help you craft answers to common interview questions. For example, the Big Interview website and app provide extensive step-by-step information and videos about how to research a company, prepare for different types of interviews in different industries, best and worst practices to answer common questions, and how to utilize the S.T.A.R (Situation, Task, Action, Result) method to present yourself in the best possible light. Think of the Big Interview as the Duolingo when preparing for job interviews.
Once you know what you want to say about your interest and aptitude for the position, the next step is to rehearse your answer. You can find free artificial intelligence (AI) presentation feedback on the LinkedIn website or even in your PowerPoint365 presentation tool. AI tools track and analyze eye contact and provide feedback on your use of filler words like “um” or “ah”, the rate and pacing of your words, and even how appropriate your vocabulary is to the position. Other free options include practicing with a friend or coach or making a video of yourself and sharing it with others for feedback.
Now that many employers are asking for video submissions to screen candidates before offering in-person interviews - often using AI tools to do the screening - it is even more important to test your responses to interview questions using an AI tool before submitting your responses. The Big Interview offers suggestions about how to "beat the bots" by using keywords and accentuating character traits through eye contact, facial expressions, and body language.
The interview is your moment to shine in the spotlight and tell your story. You wouldn’t go on stage without learning and practicing your lines, and you shouldn’t go to an interview without practicing first. Plan ahead and you will be more likely to impress the interviewer and land the job you are looking for.
Image Source: https://observer.com/2021/03/artificial-intelligence-job-interview-problems-bias-tips/
|
|
A Story from the Field:
How to Decide on Multiple Job Offers?
Great news! One of our FirstGen Ahead students was offered two positions and had four more interviews scheduled – and it’s only October of her senior year. She was in a bit of a quandary as to what she should do. Should she continue interviewing or accept one of the positions? If she accepted one of the positions, what should the decision be based on? Was there room to negotiate based on the offers?
After helping her think through what’s personally important to her – working in a safe and stable environment with opportunities for professional development – she realized one of the job offers seemed to meet these criteria best. Though the salary wasn’t the primary driver in making a decision on which offer to accept, money did matter and a strong base salary would benefit her going forward.
She compared the offer letters and the cost of living in the different cities where she could end up working. Even though one offer letter included a higher salary, when considering the cost of living, she would actually end up with a lower net income at the end of the month after paying for expenses. Knowing that she couldn’t negotiate a higher starting salary at the preferred company, she was coached on asking for a one-time signing bonus and a six-month (instead of one-year) performance review. She was successful with receiving a new offer letter that included both of these elements.
Finally, what helped her make a decision was actually visiting the city where the company was located. As a person of color, could she see herself living there? While she had talked with employees of the company who were also racial minorities, spending an afternoon in the city driving, walking around, observing, and visiting establishments gave her a calming feeling that she, indeed, could see herself living there.
This FirstGen Ahead student signed the offer letter, graciously declined the other offer letter, and responsibly let the other companies where she was scheduled for an interview know she appreciated their interest in her as a candidate but had accepted another offer.
Image Source:https://www.ziprecruiter.com/blog/deciding-between-jobs/
|
|
Did you Know?
More and more companies are incorporating technology into the hiring process, including resume filters, success predictor algorithms, and artificial intelligence video screening tools. Advocates say this decreases bias, whereas critics say it adds more bias. Many states are now considering legislative regulation, and many companies are trying to find ways to personalize the interview process while still using the benefits of AI technology.
|
|
How Would You Answer These Questions?
The Covid-19 pandemic continues to affect work-life, with many people being asked to make hard decisions about where they work and under what conditions. How would you respond to an interviewer who asks, “Are you comfortable working in an office environment right now? Are you willing to travel? Are you willing to abide by the company’s Covid-19 restrictions?”
|
|
 |
Sunday, Oct. 24, 7-8pm ET. Orientation session for newly admitted students. Facilitated by Dr. Susan Gershenfeld. A Zoom link will be sent in advance of the session.
Sunday, Nov. 14, 7-8pm ET. Coach Meeting facilitated by Dr. Lois Benishek. A Zoom link will be sent in advance.
TBD - November, New Coach Orientation
|
|
|
|
|
|
|
|
|
