Businesses in nearly every industry have come to rely on contingent talent as specialists and flexible experts rather than temps who fill vacant seats during absences, seasonal demands or personnel transitions. With increasing frequency, we’re integrating these skilled contractors into our primary workforces. Yet, we still haven’t integrated them into our internal knowledge systems. And that’s a missed opportunity to tap into their intelligence and ideas, especially as the sharing economy’s[...]
As I wrote last week, tech companies are making huge strides toward overcoming the homogeneous structures of their talent forces. Slack’s report on diversity demonstrates not only a strong commitment to inclusion, it shows how a culture that celebrates differences can flourish. Unfortunately, many organizations still find themselves struggling with a workforce composed of incredibly similar people. It’s what some analysts have called the dark side of cultural fit. Even the artificial intelligence in modern HR technologies runs the risk of giving into unintentional biases. So how do we move forward in resolving this challenge? Surprisingly, the answer may lie in a contradiction. In an era where social recruiting, pedigrees and video interviewing sharply influence our perceptions of candidates, a blind hiring process could open our eyes to the best talent.