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A new study finds that asking job applicants what they would do in a zombie apocalypse risks turning off top talentQuirky interview questions may be more fun and interesting than traditional interview questions, but participants in a study also judged them as being less useful and fair.Dow Jones & Company, Inc. All Rights Reserved. 87990cbe856818d5eddac44c7b1cdeb8
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These are the companies that had the biggest impact on the Dow's historic winning streakThe Dow Jones Industrial Average will likely conclude its historic 13-session winning streak on Thursday.
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7 Car Companies Announce EV Charging Network Expansion PlanSeven automotive companies announced a joint venture to construct 30,000 electric vehicle charging stalls across North America. See potential bias and similarities in coverage from washingtonpost, Forbes, and FoxBusiness:
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Research: Why Employees Accept Lower Pay at Mission-Oriented CompaniesToday’s companies are likely to tout how their work benefits human welfare or “makes the world a better place.” Recent research suggests that this may come with a potential financial drawback for workers, as it can inhibit them from negotiating for higher pay. Over five studies, job candidates consistently reported that they worried asking for higher pay from these companies would be seen as greedy or inappropriate. This suggests they are aware of a common bias, known as motivation purity bias, where managers believe employees interested in material rewards of work (such as pay) are less motivated than those motivated by intrinsic rewards, such as the nature of the work. In reality, research has shown that extrinsic and intrinsic motivations operate jointly to predict high performance. Job candidates should invest in building their negotiation skills so they are less thrown off when companies use social impact framing. And organizations should train managers to be aware of the motivation purity bias.
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Why Companies Can — and Should — Recommit to DEI in the Wake of the SCOTUS DecisionIn the wake of the U.S. Supreme Court ban on affirmative action at colleges and universities, state legislation attaching diversity, equity, and inclusion efforts on campus, and more general attacks on DEI, companies are considering whether they need to change their DEI strategies. The short answer is they don’t. But it is a good time to review corporate values, personnel policies, and engage with employees on these issues. The first step should be to remember the moral and business cases for DEI. They remain strong. Second, you might reconsider using DEI labels, as some have suggested. But given employee support for such initiatives, proceed cautiously. Next, review HR practices like recruiting (including casting a wider net for candidates since the college pipeline will now be less diverse); onboarding (since some students will have less exposure to DEI than others); and performance reviews, pay, and promotion (to ensure there is no racial bias). Finally, communicate carefully with what is sure to be a polarized workforce. Present credible research, solicit opinions, work to bridge divides. Ultimately, you want your organization to move forward in a way that is aligned with your organizational values.
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Opinion: San Diego's STEM students and companies will suffer in a post-affirmative action worldTo understand why STEM careers in San Diego continue to underrepresent people of color, you must be race-conscious.
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