Search Results - body perceives

Blog Post: Interview Tips Everyone Should Remember: Assuming that you have the skills and qualifications that a job is asking for, there are some tips which you have to remember when it comes to the interview, no matter what position…; Added by Laura O. Tolentino at 2:22am on February 2, 2022

Topic: Wednesday Wisdom: Do you Tattoo?: on the Internet and found this candidate’s Facebook page, complete with pictures of his near full-body tattoo. It turns out the HM doesn’t like tattoos, so he closed the candidate off. I’m pretty angry over the whole thing, because candidates with this mix of skills are very hard to come by in any economy. The HM is an idiot, but isn’t this also a form of discrimination? I’ve seen the candidate in an interview setting, and he looks completely professional (nothing shows below the wrist or above the shirt neckline). How can I get the HM to rethink his decision? Amazed by the Stupidity Dear Amazed, Isn’t it funny how recruiting (matchmaking, really) always seems to be dancing with personal bias? Everybody has a bias in the hiring process, even when they try hard not to: the Hiring Manager, the candidate…heck, even your own bias as a recruiter (what you think the HM needs, or even your own likes and dislikes in personality types or communication styles) screens folks in and out of the pipeline. It’s just how the human brain works: we categorize things that are similar, and we tend to perceive what we expect to perceive. In and of itself, bias isn’t a bad thing. But it’s good to keep in mind the domino effect it has: bias influences what we perceive about the world around us, and what we perceive influences how we choose to behave. And behavior most often gets us into trouble: social norms evolve to help people understand how to play nicely with others in the sandbox; legal systems evolve to provide consequences when we cross the line. So is this manager discriminating against the candidate? You don’t say if the company has a tattoo policy -- but if they do, and if that policy is applied equally to both men and women in the workplace, there’s no foul here. Employers have the right to implement grooming and dress policies to protect legitimate business interests. But if this is nothing more than a Hiring Manager’s bias affecting his decision making process, you have two choices: reason with him, or take your most excellent candidate and market him to the competition. I’m guessing that this difficult-to-find skillset will be most interesting to Managers who couldn't care less about body art but are highly biased toward market dominance. Happy recruiting! ** In my day job, I’m the Head of Products for Improved Experience, where we help employers use feedback to measure and manage competitive advantage in hiring and retention. Learn more about us here. Do you have a question you'd like answered in this weekly forum? Drop me a line!…; Added by Claudia Faust at 8:57am on June 24, 2009

Blog Post: Different People Looking For The Natural Cures Of Tinnitus Rather Than The Medical Treatments

Introduction to tinnitus:

Basically, tinnitus is the health problem for hearing sounds that come from inside your body, rather than from an outside source. However, it is…

Added by Geo Msn at 5:55am on December 23, 2015

Blog Post: The Body Language Hacks to Help You Ace That Job Interview: Body language is an essential part of our communication mix, and technological developers are realising that. Just like voice recognition is become integral to our devices, body language is on the…; Added by Adam Johnson at 10:19am on November 23, 2022

Blog Post: Discrimination: Tattoos and Body Modification Challenge to Business Casual and Business Attire

The face of the up and…

Added by Daryl Daley @IntelMinds at 9:24am on June 18, 2014

Blog Post: How to Appear Like the Boss: Tips for What You Need to Put Your Best Executive Foot Forward

Added by Kara Masterson at 10:02am on February 19, 2024

Blog Post: Interview body language: Fake it ‘till you make it

Most people have no idea that the majority of…

Added by Sarah Lily Tuson at 4:49am on October 13, 2016

Blog Post: What's up with Start dates?: As we all know the current market place is solidly candidate driven at this point (no matter if companies admit it or not), and as always happens when one party in a relationship…; Added by bill martineau at 11:59am on October 11, 2007

Blog Post: What Beauty Career Suits Your Personality the Best?: Beauty is such a broad astoundingly diverse spectrum. It encompasses different things to different people. To some it might be inner beauty, to others outer beauty, to some maybe a beauty career…; Added by Kathleen Case at 6:53am on March 23, 2015

Comment on: Blog Post 'Are You a Certified Recruiter? Why not?': that perceive the credentials to be indicative of that). Rather, the certifications were designed as a way for individuals in the recruiting field to better understand and apply the various applicable federal laws and regulations. You may have missed my earlier post from several months ago, so I am re-posting it here: I think it is important to clarify (and reiterate) the purpose and benefit of the Certified Personnel Consultant (CPC) certification (primarily meant for the direct-hire placement, executive search practitioners) and the Certified Temporary-Staffing Specialist (CTS). These certifications focus heavily on federal employment law and regulations - an area that should be important to those in our field, as well as to our clients. The certifications are not designed to train/inform/certify the practitioner in areas like new business development, sourcing, recruiting, customer service or the myriad of other tasks an individual may be required to perform successfully in his/her job. However, the certifications are designed to expose the individual to the body of material pertaining to employment law - particularly in the area of interviewing, pre-screening and hiring (the CTS goes deeper in the employment life-cycle due to the employer-employee relationship that exists between a temporary staffing firm and its hired candidate). While an individual can certainly access and master this content through alternative methods, I believe that these certifications offer a very straight-forward route to gaining an understanding of the essential body of knowledge. As a result, the practitioner can reduce exposure to litigation and liability for both him/herself, as well as for the client. NAPS is such a believer in the importance of mastering this knowledge, that it did away with the minimum years-of-service requirement one must have to sit for the exam. It also endorses securing the American Staffing Association's equivalent credentials as a viable alternative. Finally, it has offered for several years now the opportunity to take both the CPC and/or the CTS free-of-charge (a $350+ value for each) FOR FREE to its annual conference attendees (an indication that its NOT about the money {although that helps further our cause}). The thought is that everyone that enters the industry should surpass this minimum threshold. Finally, the credential accomplishes another important thing - it signals to our clients that we take this area of our practice seriously. While you can certainly master the content elsewhere and communicate that you have done so in writing (i.e. a bullet-point in a presentation) or verbally, the 3 letters at the end of your name may be the most efficient way to communicate that. MD's, CPA's, JD's (along with the asterisked bar-admittance on letterhead), DDS' and many other professionals articulate a similar value-proposition via the same way, notwithstanding that the commitment required to secure these letters may be significantly more extensive. So, those of you that don't have the certification, but have accomplished the same mastery through OJT, may in fact be equally competent in this area (and moreso in all other areas!). But no one debates that understanding the legal do's and don'ts is unnecessary because there simply is no risk...these certifications are simply one means to an end. Sincerely, Jamie Schwartz Vice Chair National Association of Personnel Services …; Added by Jamie Schwartz at 10:51am on March 28, 2013