Is it right for a potential employer to assess you without your knowledge?
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Here’s how to outsmart a system that seems to have forgotten the people part of hiring.
New research shows that even the sound of a name can influence how job candidates are judged.
People on the autism spectrum are often overlooked in hiring because of how they come across in interviews. But with the right understanding and fixes to the process, employers can make smarter choices.
To interview well, you need to be prepared, confident (but not arrogant) and stand out from other applicants. Sounding unprepared for a few classic questions puts you at a profound disadvantage.
Research shows that people know which shared identities to highlight to build the best connections.
There is a concerning gap between the science of interviewing and the way interviews are commonly practiced in workplaces.
Checking references has long been a part of the hiring process but it should only ever be one of a series of steps taken to assess someone’s qualifications.
Competition for the best jobs can be fierce but some simple preparation can ensure you stand out from the pack at the interview stage.
Relax: keeping your sense of humour and taking regular breaks will go a long way in helping you land a job.
Returning to a 9-to-5 job is more challenging than many expect.
Asynchronous video interviews, or AVIs, are a virtual hiring trend that are gaining a lot of traction. Here’s how job candidates and organizations can best use them.
The fundamental problem with AI is it is often riddled with society’s existing biases and prejudices.
Asking clear, concise, direct questions in job interviews can help employers hire highly capable, skilled workers with autism.
Top contributors
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Associate Professor in Management, Swinburne University of Technology
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Associate Professor, Department of Psychology, University of Calgary
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Doctoral Student, Psychology, University of Calgary
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Assistant Professor of Management, Texas State University
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Associate Professor of Management and Entrepreneurship, Auburn University
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Associate Professor, Business and Administration, University of Winnipeg
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Associate Professor of Industrial-Organizational Psychology, Saint Mary’s University
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Assistant Professor, Organizational Behavior & Human Resource Management, Wilfrid Laurier University
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Senior Lecturer in Economics, Newcastle University
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Professor of Employment and Industry, School of Business and Law, Edith Cowan University
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Professor of Psychology, College of Charleston
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Professor of Psychology, Western University
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Assistant Professor, Department of Psychology, Carleton University
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Program Director & Associate Professor Master of Psychology Health and Wellness & Master of Industrial-Organizational Psychology, Adler University
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Professeur en Gestion des Ressources Humaines, Neoma Business School