by Warren Bobrow | Feb 8, 2017 | Pre-Employment Test Validation, Recruitment, Talent Management
I am going to write about an issue with political ramifications while doing my best not to be political, so please accept these thoughts in that light. One thread going through the proposed ban on legal immigration to the U.S. is the effect it will have on the tech...
by Warren Bobrow | Oct 25, 2016 | Legal Issues, Performance, Pre-Employment Testing, Recruitment, Skills Assessment, Talent Management
The idea of implicit bias has been making its way into the business vernacular. It involves the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. As you probably gathered from the definition, implicit bias is...
by Warren Bobrow | May 10, 2016 | Employee Engagement, Performance, Recruitment, Talent Management
To use a tired cliché, they call it Show Business for a reason. Fortunately, within the last 10 years or so, the news media in Los Angeles has been covering that industry as it would any other large one in the region. So, it made a local splash when the Chairman and...
by Warren Bobrow | Apr 4, 2016 | Recruitment, Talent Management
In every organization you need to strike a balance between implementing good processes and getting things done quickly. In that sense, recruitment and selection are no different than any other logistics activity. This article has some one person’s opinions and...
by Warren Bobrow | Mar 24, 2016 | Legal Issues, Pre-Employment Test Validation, Pre-Employment Testing, Recruitment, Talent Management
I wrote a few weeks ago about Intel’s drive to diversify its workforce. Regular readers know that I write about bias occasionally. It’s good that the topic makes it to the mainstream media occasionally when not related to a lawsuit. The article talks about techniques...
by Warren Bobrow | Feb 26, 2016 | Job Analysis, Performance, Pre-Employment Test Validation, Pre-Employment Testing, Recruitment, Test Validation
You think you have it bad when hiring. Imagine if: All of your entry level job candidates were known to your entire industry and customers. You and all of your competitors had access to exactly the same background, pre-employment, and past performance data, outside of...
