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The latest that’s happening with TalVista
Employees, consumers and the public demand tangible improvement in diversity and inclusion at America’s top companies. They are tired of the talk and rhetoric they want to see action with results. There is a new crop of HR products has hit the market that promise to mitigate bias by making changes to the hiring process. With the spirit of innovation and progress we as a company succeed, our clients succeed and more importantly, job candidates are exposed to more opportunities.
We learned a hard lesson as one of the first companies to enter the D&I space—when implementing technology designed to manage bias during the hiring process don’t mess with the original resume format! Our technology redacts applicants’ names as well as university names from resumes so that reviewers can focus on what matters. Everything else about the resume, the design, the writing, the font, it all stays the same—the way managers like it.
There are three reasons why we’ve found it’s important to allow hiring teams to review resumes as close as possible to their original formatting in order to manage bias throughout the hiring funnel:
Removing bias and unconscious bias from candidate screening is critical to ensure a fair hiring process with better hiring outcomes. Redacted resume review presents the candidate’s original resume while omitting or redacting personal identifying information to keep reviewers and hiring managers from making bias decisions. This is the gold standard, both in terms of impact and adoption.
About the author: Dr. Kofman-Burns received both her undergrad from Middlebury in Political Science and Sociology. She went on to receive her masters and doctorate from UCLA in Sociology. Dr. Kofman-Burns has been instrumental in driving awareness about diversity in hiring. Additionally, she played a pivotal role in the creation of TalVista’s job description optimizer.
For more information, visit www.talvista.com
Scot Sessions
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