New research is shedding light on the stigma and bias that can be created in the hiring process when individuals disclose mental health statuses online.
New research shows that adding oddball questions into a job interview does not make organizations more attractive to applicants.
New research demonstrates that when leaders believe that all people have high leadership potential, it can lead to a reduction in harmful gender bias.
Researchers have re-analyzed the data and provided new recommendations about the types of tests that organizations should use when hiring. This new information can lead to improved decisions and fairness in the selection process.
New machine learning techniques offer a promising way for organizations to predict employee success without compromising fairness to applicants.
Background information in asynchronous video interviews can lead to bias in the employee selection process.
Many organizations are now conducting job interviews with a video interface that records answers for later evaluation. Are these “asynchronous” methods fair to job applicants?
New research shows that ethnic minority CEOs compared to nonethnic minority CEOs experience around half the risk of turnover.
New research investigates score differences on cognitive ability tests when taken by mobile versus non-mobile users.
Researchers demonstrate that employees who anticipate discrimination may be at risk for behaving badly at work.
