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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?

The Effects of Workplace Racism and Sexism

Employers must address workplace racism and sexism to create safe and inclusive work environments. Educate and nurture your current employees, and aim to recruit and diversify your workforce to reduce racism and sexism in the workplace. Post a free job on Get to start building a more diverse team!

If you’re reading this article, then chances are you’re looking for a new job and want to whip your resume into shape. But lots of questions can arise as you begin to do that. After all, most of us aren’t career coaches or resume experts. Job hunters frequently ask one common question: how far back should a resume go? As in, should you list all of your work history – even if it stretches on for years – or should you be more selective?

How Far Back Should a Resume Go, Exactly?

Don't list every job you've ever had on your resume! Instead, be selective and include only relevant experience and skills. Keep it concise and tailored to the role you're applying for and employers will come knocking! Follow the rule of thumb: 10-15 years or 3-5 jobs.

As a hiring manager tasked with making major decisions, it's easy to target a college degree as a way of saying yes, this candidate is qualified. I mean, how many times have we seen candidates without degrees try to squeeze their way into positions that they aren't qualified for. In fact, many hiring managers (maybe like yourself) believe that college degrees make candidates more job-ready. However,  the current job market has shifted so much recently that it begs the question

Do Your Candidates Really Need a College Degree?

Many young adults are choosing to pursue alternative education methods to prepare for the workforce. Companies should open up to the possibility of hiring candidates without a college degree and rather focus on their experience, skills and reliability. College degrees are no longer an indicator of qualification and should not be used as such.

The goal of an interview is to evaluate candidates based on their skills, personality, and knowledge. You want to choose the BEST candidate from your candidate pool, so the interview is something you can't mess up. As you begin planning your interview process, one of the major decisions you'll face is whether the interview should be a structured vs unstructured interview. So let's take a dive into the differences and sort out which circumstances warrant which interview process. 

Structured vs Unstructured Interviews

Find the perfect job for you! Stand out in interviews with tips on structured and unstructured interview processes. Learn how to evaluate candidates, reduce bias and create a baseline to compare candidates. Jobseekers can explore the latest industry news, hone IT skills and get certified. Start your job search today!

Imagine you’re in an elevator with the CEO of your dream company and you get to talking. The conversation is going well and you start to imagine yourself working for their company when the CEO turns around and asks you “tell me a bit about yourself.” Would this catch you off guard or would you be able to give a clear and succinct description of who you are?&nbsp;&nbsp;

How to Describe Your Personality with Examples

Knowing how to describe your personality in a professional setting is key to getting a job. Brainstorm your top qualities and use real-life examples to showcase them. Research the company's culture to show how your personality fits in. Showcase your personality in a clear, confident, and authentic way during the interview.

4 Ways to Make Your Job Posting More Inclusive

Attract diverse job seekers by creating a job description tailored to them. Pay attention to the language used, as it can make or break a job search. Keep sentences short, simple and gender-neutral. Focus on must-have skills and provide examples of technical abilities. Follow these tips to maximize your job postings.

As hiring is becoming more analytical and data-driven, companies have found ways to incorporate technology to help hire and recruit more efficiently. ATS, also known as an applicant tracking system, has become one of the most widely adopted technological recruiting tools to date. In fact, according to data from Capterra:

To ATS or not to ATS

Recruiting and hiring is becoming increasingly tech-driven. An ATS (applicant tracking system) helps recruiters track candidates throughout the recruitment and hiring process. ATSs can expand your reach, help source qualified candidates, manage communication, and facilitate collaborative hiring. Get ahead of your competition with an ATS and improve candidate experience.

Diverse Consulting Enterprises, Inc

Job Description: As part of the Regulatory Relations Team, you will be responsible for the governance program and related activities, including producing internal management and Board reporting on regulatory interactions and examinations.. Their employees are driven to deliver innovative technologies that improve efficiency, lower cost, and bring stability and certainty to the post-trade lifecycle.. Our client proudly supports Flexible Work Arrangements favoring openness and gives people freedom to do their jobs well, by encouraging diverse opinions and emphasizing teamwork.. Our client believes that a career is more than a good way to earn a living.. Visa : Only US citizens and Green Card Holders

Senior Analyst

Job Description: \n\nAs part of the Regulatory Relations Team, you will be responsible for the governance program and related activities, including producing internal management and Board reporting on regulatory interactions and examinations. \n\nResponsibilities: \n\nMaintain departmental metrics \n\nCreate departmental reporting and presentations to senior management and the Board \n\nMaintain and monitor adherence to departmental procedures \n\nMonitor centralized departmental electronic mailbox for regulatory requests and facilitate follow-up \n\nAssist in gathering and producing documents and other information in response to regulatory requests \n\nQualifications: \n\nMinimum of 3 years of related experience \n\nBachelor's or Associate's degree preferred \n\nOur client is uniquely positioned at the center of global trading activity, processing over 100 million financial transactions every day, pioneering industry-wide, post-trade solutions and maintaining multiple data and operating centers worldwide. \n\nOur client can anticipate the industry's needs and are working to continually improve the world's most resilient, secure, and \n\nefficient market infrastructure.\n\nTheir employees are driven to deliver innovative technologies that improve efficiency, lower cost, and bring stability and certainty to the post-trade lifecycle.\n\n\n\nOur client proudly supports Flexible Work Arrangements favoring openness and gives people freedom to do their jobs well, by encouraging diverse opinions and emphasizing teamwork.\n\nWhen you join their team, you'll have an opportunity to make meaningful contributions at a company that is recognized as a thought leader in both the financial services and technology industries.\n\nOur client believes that a career is more than a good way to earn a living. It's the chance to make a difference at a company that's truly one of a kind.\n\n\n\nVisa : Only US citizens and Green Card Holders \n

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