Jenn tardy (32 resultados)

Hardcover. Condición: Very Good. No Jacket. May have limited writing in cover pages. Pages are unmarked. ~ ThriftBooks: Read More, Spend Less.

Condición: good. Signs of wear and consistent use.

Condición: Very Good. Great shape! Has a publisher remainder mark. hardcover Used - Very Good 2025.

Condición: Very Good. Pages intact with possible writing/highlighting. Binding strong with minor wear. Dust jackets/supplements may not be included. Stock photo provided. Product includes identifying sticker. Better World Books: Buy Books. Do Good.

Condición: new.

hardcover. Condición: Very Good. Connecting readers with great books since 1972! Used books may not include companion materials, and may have some shelf wear or limited writing. We ship orders daily and Customer Service is our top priority.

Condición: As New. Unread book in perfect condition.

Condición: As New. Unread copy in mint condition.

Condición: New.

Condición: New. Brand New.

Hardback or Cased Book. Condición: New. The Equity Edge: How Addressing Bias in Recruiting and Retention Drives Success. Book.

Condición: New.

Hardcover. Condición: new. Hardcover. From a well-known consultant and speaker, a guide to identifying the pain points along the hiring and talent-development process, where bias keeps managers and recruiters from making better decisionsMore than ever, recruiting agencies, HR departments, and business leaders have felt the need to diversify the workplace. But hiring managers and recruiters remain largely in the dark about the specific stages of the hiring process where candidates feel unsupported and loss of talent occurs.The Obstacle Course refers to the?hurdles that face diverse groups of job seekers and employees. At each stage-finding, attracting, engaging, selecting, and developing talent-managers need to challenge their idea of who is qualified for a job.Readers will learn about: - The concept of "life events biases" we can have, from pedigree bias to competitor bias and professionalism bias- ?The importance of having an employment brand that is separate from your corporate brand - How to take into account a person's Lived Experience Quotient (LEQ), the diverse knowledge, skills, and abilities that they've gained throughout their lifetime- How to move from attempting to be bias free (impossible) to a more pragmatic bias-aware model This book helps experts, leaders, and recruiters make better decisions on who to hire and how to keep great talent. From a well-known consultant and speaker, a guide to identifying the pain points along the hiring and talent-development process, where bias keeps managers and recruiters from making better decisions Shipping may be from multiple locations in the US or from the UK, depending on stock availability.…

Hardback. Condición: New. From a well-known consultant and speaker, a guide to identifying the pain points along the hiring and talent-development process, where bias keeps managers and recruiters from making better decisionsMore than ever, recruiting agencies, HR departments, and business leaders have felt the need to diversify the workplace. But hiring managers and recruiters remain largely in the dark about the specific stages of the hiring process where candidates feel unsupported and loss of talent occurs.The Obstacle Course refers to the?hurdles that face diverse groups of job seekers and employees. At each stage-finding, attracting, engaging, selecting, and developing talent-managers need to challenge their idea of who is qualified for a job.Readers will learn about: - The concept of "life events biases" we can have, from pedigree bias to competitor bias and professionalism bias- ?The importance of having an employment brand that is separate from your corporate brand - How to take into account a person's Lived Experience Quotient (LEQ), the diverse knowledge, skills, and abilities that they've gained throughout their lifetime- How to move from attempting to be bias free (impossible) to a more pragmatic bias-aware model This book helps experts, leaders, and recruiters make better decisions on who to hire and how to keep great talent.…

Condición: new.

HRD. Condición: New. New Book. Shipped from UK. Established seller since 2000.

Condición: New. 2025. hardcover. . . . . .

Condición: New.

Condición: New. 2025. hardcover. . . . . . Books ship from the US and Ireland.

Hardcover. Condición: Brand New. 255 pages. 9.50x6.50x1.00 inches. In Stock.

hardcover. Condición: New.

Condición: New.

Hardcover. Condición: Brand New. 255 pages. 9.50x6.50x1.00 inches. In Stock.

Hardcover. Condición: Brand New. 255 pages. 9.50x6.50x1.00 inches. In Stock.

Hardback. Condición: New. New copy - Usually dispatched within 4 working days.

hardcover. Condición: New. Special order direct from the distributor.

Condición: As New. Unread book in perfect condition.

Condición: New.

Buch. Condición: Neu. Neuware - From a well-known consultant and speaker, a "must-read" (Kevin Grossman) guide to identifying the pain points along the hiring and talent-development process, where bias keeps managers and recruiters from making better decisions More than ever, companies are scrambling to diversify their workplaces. But hiring managers, HR departments, and recruiters remain largely in the dark about how to do this. The Equity Edge lays out the?hurdles that face diverse groups of job seekers and employees. At each stage of the hiring and retaining processfinding, attracting, engaging, selecting, and developing talentmanagers need to challenge their idea of who is qualified for a job, and potential employees need to know how to navigate the pitfalls of bias. ? Readers will learn about: - The concept of "underexplored biases" we can have, from pedigree bias to competitor bias and professionalism bias - The importance of having an employment brand that is separate from your corporate brand - How to take into account a person's Lived Experience Intelligence (LEI), the diverse knowledge, skills, and abilities that they've gained throughout their lifetime - How to shift from an unrealistic bias-free ideal to a bias-aware model that promotes proactive acknowledgment and constructive action This book helps experts, leaders, recruiters, and job seekers make better decisions as they navigate the employment cycle.…

Hardcover. Condición: new. Hardcover. From a well-known consultant and speaker, a guide to identifying the pain points along the hiring and talent-development process, where bias keeps managers and recruiters from making better decisionsMore than ever, recruiting agencies, HR departments, and business leaders have felt the need to diversify the workplace. But hiring managers and recruiters remain largely in the dark about the specific stages of the hiring process where candidates feel unsupported and loss of talent occurs.The Obstacle Course refers to the?hurdles that face diverse groups of job seekers and employees. At each stage-finding, attracting, engaging, selecting, and developing talent-managers need to challenge their idea of who is qualified for a job.Readers will learn about: - The concept of "life events biases" we can have, from pedigree bias to competitor bias and professionalism bias- ?The importance of having an employment brand that is separate from your corporate brand - How to take into account a person's Lived Experience Quotient (LEQ), the diverse knowledge, skills, and abilities that they've gained throughout their lifetime- How to move from attempting to be bias free (impossible) to a more pragmatic bias-aware model This book helps experts, leaders, and recruiters make better decisions on who to hire and how to keep great talent. From a well-known consultant and speaker, a guide to identifying the pain points along the hiring and talent-development process, where bias keeps managers and recruiters from making better decisions Shipping may be from our UK warehouse or from our Australian or US warehouses, depending on stock availability.…