Articles & Resources

We provide competency-based behavioral interviewing training for interview teams including hiring managers, recruiters, and interviewers. We have been publishing articles for over 35 years to address the myriad of issues encountered in the process of hiring top talent.

59 of 278 Articles Found

  • Feb 2020

    Overcome Unconscious Bias in Job Interviews

    By having the right interview techniques in place, you can overcome unconscious bias in hiring decisions and the workplace, and build an even more successful company.

  • Oct 2014

    SHRM: Unconscious Bias in the Hiring Process

    After interviewing the interview expert Jim Kennedy, Michelle Martinez explores how to eliminate hidden interviewer bias and make better hiring decisions.

  • Aug 2011

    Overcoming First Impressions in an Interview

    Your initial reactions to a candidate can be powerful and persuasive, but they can also be spectacularly wrong. Find out how to avoid the pitfalls of snap judgments in an interview and hire effectively.

  • Jun 2011

    Expand Your Cultural Comfort Zone in the Interview

    Have you ever been in an interview situation where you experienced discomfort with the candidate because of some difference between the two of you? We teach individuals to recognize this feeling and how to expand their cultural comfort zone in order to reduce bias in the interview.

  • Jun 2010

    Interviewing Millennials Entering the Workforce

    Many employers struggle to adapt to the Millennial generation – which comprise the fastest growing segment of the workforce. Getting to know Millennials better can help you prepare for them in the interview and in the workplace.

  • Jan 1998

    A Second Look at First Impressions

    In our Effective Interviewing!® training, we try to stress how unreliable first impressions can be, and how easy it is to be misled by a single encounter with a candidate.

  • Jan 1998

    Building Networks for Diverse Candidates

    All candidates bring unspoken questions to an interview, but diverse candidates have unique and specific concerns.

  • Jul 1997

    Diversity Competition Will Heat Up

    A little over a year ago, voters in California and the Texas courts struck down affirmative action programs in their state university systems. The impact on the pool of diverse candidates was disastrous and swift.

  • Jul 1997

    Diversity Interview Training

    Ever wonder why companies with a "check-off" mentality don't see much change in behavior around the diversity issues? It may be because they are not committing the necessary time to diversity interview training.

  • Jan 1996

    Diversity Interview Training: Changing Attitudes

    We are always looking for ways to assess the impact of our training programs, so we began measuring changes in attitude among participants in our diversity interviewer training seminars.

  • Jul 1995

    Unconscious Bias in the Interview

    If you think you are impartial and open-minded, think again. The latest research on unconscious bias and how we form impressions about those we first meet suggests we do this much faster than we realize.

  • Jul 1995

    Hiring More Women in Technology

    Female executives traditionally have been in short supply in high tech firms, but technology-driven companies are currently hiring more senior executive women than ever before.

  • Jul 1995

    Job Candidates - When English is a Second Language

    Interviewers need to be careful about the use of idiomatic phrases, slang, or jargon when interviewing applicants who speak English as a second language.

  • Apr 1995

    Diversity: The New Bottom Line

    Despite rollbacks in affirmative action, nothing can alter the fact that today's global economy demands a diverse workforce.

  • Apr 1995

    Diversity Equals Productivity

    Two comprehensive new studies offer convincing evidence of a link between diversity and profit.

  • Apr 1995

    Required: A Passport Plus Competencies

    As the economy becomes increasingly global, adaptability, patience, and tolerance – all qualities that effective interviewers already look for – will become a standard part of every job description.

  • Apr 1995

    First Impressions in the Interview

    For better or worse, first impressions count. They influence our choice of friends - sometimes even of partners - and they play a major role in the hiring process.

  • Apr 1994

    Gender and Technology

    If women and men communicate differently, is this difference reflected in their attitudes toward computers? Some gender communication experts emphatically say yes.

  • Apr 1994

    Useful Information or Stereotyping?

    Sometimes there seems to be a fine line between providing useful information and using stereotypes to describe groups of people.

  • Apr 1994

    The Biggest Minority

    In many U.S. cities, the white population is no longer the majority. In fact, current demographics predict the ethnic population will grow seven times faster than the white population.

  • Jan 1994

    Costly Assumption About Disabilities

    The Rhode Island Department of Mental Health lost a discrimination lawsuit to the tune of $100,000. Why? Because the Department made the assumption that an obese woman was disabled and thus would not be able to perform the job for which she had applied.

  • Jan 1994

    Gender Bias Starts Early

    Why are there fewer females in science, math, engineering, and technical disciplines? At least one reason may be the way girls are treated by their teachers.

  • Oct 1993

    Adjusting Interviews for Generation X Values

    Interviewers need to be ready to adjust their questions and techniques for a generation of workers with different values who have entered the workforce.

  • Oct 1993

    Legal Lunacy at Stanford

    Recently, a self-defense class for women at Stanford University was cancelled after an anonymous complaint of discrimination against men.

  • Oct 1993

    Double Standard Still the Standard

    Forty years ago, overt racism was acceptable and Jim Crow laws distinctly marked the lines between races. Although the U.S. has changed laws and educated workers to embrace diversity, subtle discrimination occurs every day.

  • Jul 1993

    Equal Pay ­ All Talk, No Act(ion)

    Thirty years after the Equal Pay Act, women's salaries still lag far behind men's. At times, the pay gap has actually widened from one year to the next.

  • Apr 1993

    Clinton Knows "No"

    Following President Clinton's recent meeting with Boris Yeltsin in Vancouver, a reporter released some notes from this event. According to the reporter, one of Clinton's comments to Yeltsin was, "Sometimes the Japanese tell us 'yes' when they really mean 'no.' "

  • Apr 1993

    "Pssst Employees...Here's How to Sue Us"

    California might be in the forefront of what may occur across the nation regarding sexual harassment. As of January 1993, a law in California requires every employer to teach their employees about sexual harassment.

  • Apr 1993

    Brooks Brother's Blunder

    In a recent job bias suit, Brooks Brothers was accused of discriminatory hiring practices, and in order to settle the embarrassing case out of court, had to pay some hefty fines.

  • Apr 1993

    Men are From Mars

    Men Are From Mars, Women Are From Venus is the intriguing title of a current New York Times bestseller authored by John Gray, a neighbor of ours in Marin County, California. The ideas in his book confirm many of our own experiences in relationships, and have relevance to principles we teach in two of our seminars ­Interviewing Today's Workforce® and Diversity at Work.

  • Apr 1993

    Glass Walls Support Glass Ceiling

    While women and people of diverse backgrounds have been pounding on the infamous glass ceiling, glass walls have been built up around them.

  • Jan 1993

    Answering Unspoken Questions

    Many interviewers base part of their assessment of a candidate on the quality of the questions the candidate asks in the interview. However, how many interviewers realize that in the face of increasing diversity, more candidates will be seeking answers to "unspoken questions?"

  • Oct 1992

    Breaking the Ceiling

    "The Glass Ceiling Initiative," a study done by the U.S. Department of Labor, found that there are three significant factors contributing to the glass ceiling in American corporations.

  • Oct 1992

    15 Percent of What?

    Only 15 percent of net new workers will be white males. How often has that phrase been quoted since the publication of Workforce 2000?

  • Oct 1992

    Wedding Rings Off or On?

    Felice Schwartz found that married women students routinely removed their wedding rings before job interviews with on-campus male recruiters. Why? The women students believed that male recruiters used this formula: "Woman = Baby = No commitment."

  • Oct 1992

    Wrong or Just Different?

    In our diversity interviewer training, participants learn a number of techniques for expanding their "cultural comfort zone." One such technique is to view differences as merely "differences," without labeling them right or wrong.

  • Oct 1992

    Women Take Action

    In a recent and highly publicized scandal, sexual harassment charges against the Navy Tailhook Association resulted in two Navy admirals losing their jobs and a third being reassigned. Add to this the earlier resignation of the Secretary of the Navy and it is obvious that considerable damage has been done to the Navy's reputation.

  • Jul 1992

    ADA: General Guidelines

    Four specific actions to prepare interviewers for the ADA are briefly summarized here. Informed interviewers will be responsive and make better hiring decisions.

  • Jul 1992

    Sexism - From Denial to Action

    Awareness and action on feminist issues seems to be moving along a continuum that has important implications for interviewers. Recognizable touchstones along this continuum are Denial, ­Collusio­n, Awakening­, Anger­, Action.

  • Jul 1992

    Cookie Cutter Interviews

    Many campus interviewers use the same questions all day long. By learning in advance how the interview will be conducted, savvy students gain a definite advantage over other students seeking the same job.

  • Jul 1992

    ADA: Coming Down the Pike?

    The Americans with Disabilities Act requires "physical accommodation" of disabled workers and new behavior in the interviewing and hiring process. Find out how companies that don't comply may face protests and negative media coverage.

  • Jul 1992

    Improve Your ROI 56%

    By building family concerns into worker benefits, accommodating companies are starting to decrease female turnover.

  • Apr 1992

    Slang Expressions in Business Impact Job Candidate

    Next time you ask your staff to run the competition out of the water, think about the dictionary definitions of the words you are using.

  • Apr 1992

    Diversity at Work

    Managing an employee from any type of diverse background can be a challenge. Be aware of your personal communication techniques, so you can help improve understanding in the workplace.

  • Apr 1992

    Three R's at Work

    When English is spoken as a second language (ESL) there are likely to be problems in communication and understanding. But what about EFL ­ when English is a first language?

  • Jan 1992

    Diversity: As American As Apple Pie

    Diversity means taking advantage of new and multiple opportunities. In a historical perspective, this is how American business has benefited from diversity.

  • Jan 1992

    Diversity Interview Training and Job Candidate Fit

    In our diversity interviewer training, we mention a current trend whereby some candidates are less willing to be acculturated to mainstream standards.

  • Jan 1992

    Americans with Disabilities Act (ADA)

    The ADA aims to eliminate barriers to employment ­ attitudes of employers as well as physical access. As interviewers we need to focus on what the job involves, not the disability of the applicant. It is also timely for all of us to check our attitudes and assumptions about disabled workers.

  • Oct 1991

    Diversity in Response to Diversity

    Perhaps because we have the only program in the United States on how to interview a diverse workforce, we are seeing a range of response by corporate America to the issue of diversity.

  • Oct 1991

    Reduce Unconscious Bias with Interviewing Training

    We encourage managers to consider interviewing training that calls for seeing each person as a unique individual. This entails becoming aware of your own cultural filters so that you are better able to manage your assumptions and reduce unconscious bias.

  • Jul 1991

    Tips to Keep Your Interviews Legal

    The ADA provides workplace protection to roughly 43 million Americans with disabilities. Here are a few tips for keeping your interviews legal according to ADA guidelines.

  • Jul 1991

    Managing Diversity ­- Leaders or Managers?

    Managing diversity ­ learning how to work with people different than ourselves ­will not come as easily to those who have the traits of a manager as it will to those who have the traits of a leader.

  • Jul 1991

    Bias in the Interview

    A study by the Urban Institute showed a 3-to-1 preference for white over black candidates, demonstrating clear bias in the interview.

  • Apr 1991

    Interviewing Egypt's Mubarek

    As is true with interviewing anyone from a culture different than ours, understanding cultural values is the starting point to understanding the individual.

  • Apr 1991

    Gender Differences Impact Interviewing and Hiring

    A study of high-level executives by the executive search firm Russell Reynolds Associates revealed a key finding that counters the common perception that women rarely advance to top corporate levels because they lack leadership qualities.

  • Apr 1991

    Avoid Jargon Confusion in the Interview

    Remind your Interviewers of the jargon in your company or industry that can confuse candidates whose native tongue is not English.

  • Apr 1991

    Hiring for Diversity at the Top

    Diversity can be achieved by training managers to make sure they recognize and set aside cultural and gender stereotypes that obscure good staffing decisions.

  • Apr 1991

    Implications of the New Immigration Law

    The 1990 immigration law was an important step in creating a larger pool of talent for American business to draw on.

  • Apr 1991

    When Does 100-85=32?

    A widely quoted figure is that 85% of the net growth in the labor force from the years 1985 to 2000 will be women, minorities and immigrants. This leaves only 15% who will be white males.