Supreme Court Justices and the one type of Diversity everyone seems to ignore.

Every Supreme Court Justice before 1967 was a white man. That’s the year Thurgood Marshall was appointed the first African American Justice. Still, no women were voted in until 1981, when Sandra Day O’Connor claimed her spot on the court. Comparatively, today’s Supreme Court is impressively diverse.
  • Three women – Ruth Bader Ginsburg (1993), Sonia Sotomayor (2009), and Elena Kagan (2010) – offer a sharp female perspective, absent until 1981.
  • The addition of Clarence Thomas (1991) and Sonia Sotomayor (2009) provide much-needed representation for the African American and Hispanic communities, respectively.
  • Three of the nine sitting Justices are Jewish, the remaining six Roman Catholic.
So what’s the problem? It seems that in only fifty-odd years we’ve transformed the highest court in the land from a homogeneous slice of white bread into a representative panel of dynamic cultures, experiences, and perspectives. And yet ...
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What they don’t tell you about recruiting.

Here’s what they never tell you; recruiting is not a numbers game, or a modern matchmaking service, or a sales job. Recruiting, done properly, is a matter of emotional intelligence. Few people go to school for recruiting – probably because, despite the growing need in our global economy for recruiters, there’s no degree that can teach you how to properly measure a person’s drive, motivation, or potential. The closest such degree would be psychology, or maybe social work: anything that can help clue you into the intellectual drivers for peoples’ behavior. A person’s resume is only the beginning of the story. It tells you if a candidate has the skills to do the job, without making any judgment about whether they’d excel at it. This is something you have to determine, and it’s an emotional dexterity that is only developed after talking with hundreds – maybe thousands – of job-seekers. Before becoming a recruiter, here's what you'll want to ask yoursel...
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Introvert or extrovert? How personality tests are skewing today’s hiring

Anything that can simplify, streamline, or automate the hiring process is usually warmly welcomed by the recruiting community. After all, such a scientific approach to hiring should eliminate bias and streamline your process - right? Cue personality tests. They provide a semi-scientific method to narrowing down a candidate pool, without devoting any extra man-power or hours. On the surface, it seems like a win-win. But dig a bit deeper and the premise begins to fall apart - the type of test, the metrics measured, and even the time of day can impact results. READ MORE

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3 ways your company can #GoGreen (& how to lead the change)

Going green has never been more important - or more trendy. Every company, big and small, seems to be instating, pledging, or committing to some kind of environmental strategy. But you don’t need to wait for your company to jump on the bandwagon - you yourself have the power to effect real, meaningful change, starting at your own place of work. Whether you’re a CEO or a recent hire, everyone has a voice in this battle. Start small, create new policies, and follow through on your commitments. Here are 3 ways you can make positive change at your company today:

1. Push for reusable dishware

The office that eats together sticks together. At Proven RecruitingREAD MORE

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How we built an award-winning culture + earned a spot on Inc. Magazine’s 2018 Best Workplaces

What makes people choose to work for your company over your competitors? Why, when so many other offers exist, do candidates accept yours? According to Quantum Workplace, the best benefits aren't usually physical - people prefer flex hours, a casual environment, and a clear mission statement to food in the fridge or a fancy gym. Again and again, research shows that giving your workers something to believe in can be more valuable than salary or bonuses alone. At Proven Recruiting, we pride ourselves on the close-kni...
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Your summer internship checklist – how to find the right fit for you.

Have you tried landing a summer internship recently? I didn’t think much of it – until I started looking for a summer job of my own. The journey is a whirlwind; finding somewhere where you can flex your creative abilities while growing your professional network and honing your analytical skills is no easy feat. Add to that the stress of unanswered applications and seemingly infinite choices, and landing that summer internship can prove to be a uniquely anxiety-provoking experience. It’s only when you finally accept an offer that everything starts to feel right. That is, if you accept an offer at the right place. From my very first day at Proven Recruiting, I knew I had found a second home. The friendly faces, animated personalities and warm welcomes immediately made me feel like I belonged. It’s not easy starting a new internship - let alone your first internship - but the encouraging atmos...
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4 ways your company can get more from your recruiter, build better relationships, and save money

Recruiters don’t often come with a user manual or best practices guide for taking full advantage of the resources we offer. And because of this, many hiring managers, companies, and recruiters end up feeling less than satisfied. From mismatched ‘culture fit,’ to candidates ghosting on interviews, companies are left wondering what went wrong. Where is the process falling apart? During my 10+ years in this business working directly with executives and hiring managers, I’ve witnessed the collapse of countless candidate-company and company-recruiter relationships. And each time,...
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The unspoken rules of unlimited vacation

New job, new salary, new...vacation policy? More and more, companies are using so-called ‘unlimited vacation’ as a recruitment strategy - but what does it really mean? Are you actually winning in this deal? In all likelihood, yes - you’ll be coming out ahead. Unlimited vacation policies signal a level of trust that few companies are willing to impart. In that sense, you’ve found a good place to build a career. But if you’re already busy mentally planning your next five trips, you may want to think again. It’s a tricky situation - unlimited vacation was likely one of the deciding factors when you accepted your offer, and you certainly want to make good use of it. On the other hand - you don’t want to be that person. Where do you draw the line? READ MORE

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Losing employees? Here’s how to retain your best workers.

Did you know? While unemployment sits comfortably at a 17-year low, 40-60% of people are looking for a new job. That means millions of currently employed individuals will be making their next big career jump in the near future. Add to that the rate of Boomer retirement, and you’ve got yourself an exceptionally tight and competitive hiring market. It’s in times like these that you have to work extra hard to retain your best workers, while making sure to keep them challenged, supported, and - above all else - not stifled. For the past few years, the retention conversation has largely revolved around perk...
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How keeping your employees engaged can save you millions.

Think back to your early career, when your day wasn’t booked by meetings and appointments and performance reviews. You probably spent a lot of time not knowing what to do with yourself. Millions of employees fall prey to workplace idleness. And it’s not their fault - far from laziness or incompetence, the causes of workplace idleness are usually ingrained in the fundamental systems which underlie office norms and politics. Again - remember your early days, when you were working your way up the ladder. If you’re anything like most people, you’d have to be physically threatened before admitting to your superior that you had ‘nothing to do.’ Now that you’re the boss, you see the error of your ways. Idleness is costing an estimatedREAD MORE

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