Even as the nature of work changes and innovations transform our jobs, the hiring process feels stuck in the same biased, ineffective rut. Too often, when companies finds themselves with an open position, they fall back on the same broken methods: mining leadership’s narrow, professional networks, or posting the same ineffective job ads in the same places. So how can we fix a system that’s so ingrained in the traditional corporate psyche? How can we really reach unexpected and underrepresented candidates? If it were possible to, say, burn the whole thing down and start from scratch, what would a new, more effective hiring process look like? We put that question to Kimberly Brown, founder of Manifest Yourself, a consulting company focused on career development for women and people of color. Brown, who sees both companies and job candidates struggling with poor communication and too few resources, believes that a few key changes could start to improve the experience for everyone.
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