Rethinking hiring

Welcome back!

This week: Your hiring process might be way less fair than you think (and it’s quietly costing you top talent). Plus, Gen Z is done playing the “lazy” villain when the real issue is broken systems, not work ethic.

Your hiring process might be less fair than you think

Let’s talk about hiring—the thing every company says they want to do “fairly” but often mess up without realizing it.

Workplace diversity isn’t just a nice-to-have; companies with diverse leadership teams are 36% more profitable than their competitors. But here’s the problem: bias (often unconscious) still plays a massive role in hiring decisions, shutting out top talent before they even get a shot.

Where companies go wrong

• Affinity bias → “This candidate reminds me of me. They must be great!”

• Confirmation bias → “I knew they weren’t the right fit.”

• Halo effect → “They went to a top university—hire them.”

• Name bias → “I’m not sure how to pronounce this name…”

Sound familiar? These biases aren’t always obvious, but they are shaping who gets hired (and who doesn’t).

How to fix it (and hire smarter)

• Ditch “culture fit” → Focus on skills and competencies, not whether you’d grab a beer with the candidate.

• Use structured interviews → Same questions, same scoring, every time. No gut-feeling decisions.

• Expand your sourcing → If you only recruit from the same networks, don’t be surprised when you hire the same types of people.

• Train hiring managers on bias → Because awareness is the first step toward real change.

• Get serious about transparency → Salary bands, growth opportunities, and benefits should be clear from day one.

Bottom line? Diversity doesn’t happen by accident.

Building an inclusive, high-performing team requires real effort—not just good intentions. The companies that figure this out? They’re the ones winning top talent and outperforming their competition.

Read further here

Supported by Revature

77% of organizations are feeling the IT skills gap – is yours one of them?

Revature’s latest State of IT Skills Survey reveals that 77% of organizations are battling the IT skills gap. Even more interesting? 56% of respondents are saying upskilling and reskilling is the secret sauce for closing this gap in 2025.

Curious about the challenges, the top tech skills in demand, and how AI might just be your new best friend in training? Dive into the survey for all the insights and get the playbook your organization needs to stay ahead of the curve.

Ready to future-proof your workforce? Read more now

Let’s be real: Gen Z is done with the lazy stereotype

A viral TikTok put it bluntly—young workers are grinding, they’re just getting way less in return. And the numbers back them up:

🏡 Housing? Median home price: $433K. The salary needed to afford it? $166K. The median household income? Less than half of that.

📉 Job security? 20% of job seekers have been hunting for 10+ months with no luck.

🎓 Education? A degree used to guarantee stability. Now? Some employers say it’s not even necessary.

For Gen Z, the problem isn’t work ethic—it’s working hard for scraps.

So, what should employers take away from this?

• Pay needs to match reality. If your salaries don’t keep up with the cost of living, your employees will find better options.

• Career growth must be clear. No path forward? No retention. Simple.

• Flexibility isn’t entitlement. Many young workers need multiple jobs just to survive. If full-time work doesn’t make financial sense, don’t expect long-term commitment.

Bottom line? It’s not Gen Z that’s broken—it’s the system.

Companies that get this will win top talent. The ones that don’t? Well, good luck filling those open roles.

Supported by Insane Founder

Closing the gender pay gap: A business imperative

Ever wonder why the gender pay gap persists and how it affects your bottom line? In this incisive piece, Lizzie Antoniou breaks down the systemic barriers, unconscious biases, and cultural norms at play—and lays out clear, actionable strategies for real change. It’s not just about fairness; it’s smart business. Get ready for sharp insights and practical takeaways that blend solid business psychology with real-world solutions.

Ready to drive change? Read now!

What we’re reading

People Management: We need to break the taboo around menopause – here’s how to do it.

HR Dive: Share your thoughts in our 2025 Identity of HR survey.

WorkLife: HR leaders struggle with anxiety — but who steps in when the helpers need help?