In the new world we are collectively facing, many are analyzing how best to utilize the remote workforce and what the future of hiring will look like.
As such, I thought now would be a good time to sit down with a long time friend in Ashish Kaushal, one of the individuals who is an expert in hiring practices, especially diverse and remote talent.
While much of the online conversation from firms have been focused on adapting to a remote workforce and ensuring that their team members are productive from home, Ashish’s research and experience has shown that remote work actually has people working longer hours and working smarter. Not only is productivity increasing but, historically, working remotely has reduced anxiety in people as they aren’t stressed with the daily challenges of commuting.
Tune in below to hear more about the case for a remote workforce and how technology can impact the future of work as we know it.
How/why did you get into your space?
During my career path, I held both chief technology and human resources leader positions. I founded HireTalent to help companies find the diverse talent they were seeking, because leadership realizes diversity is good for business.
However, I found that many organizations weren’t able to retain diverse talent after placement, because they didn’t have cultures of belonging. I started Consciously Unbiased with the mission to connect the hearts and the minds of people across organizations and industries to spark behavior change and drive inclusion so that we can build workplaces that work for everyone.
What role do you play in the tech ecosystem and why is that role important?
We drive talent to organizations to help make them competitive. HireTalent’s role is getting clients to start looking at hiring minority groups, such as women or neurodiverse employees, and to see how it improves their bottom line through a Return on Inclusion (ROI). We help companies tap into untapped talent pools so they can find the best talent and not only the available talent.
How has technology impacted your industry and why is this important?
Technology plays a big role in the recruitment industry as we automate a lot of sourcing and track signals in the marketplace. For example, if an employee updates their LinkedIn profile for the first time in two years, it could be an indicator that they’re looking for new opportunities.
In addition to using social signals to figure out when people are looking for roles, we also leverage AI and data science to evaluate talent and take the bias out of the screening process.
Take for example Textio, which has an augmented writing tool to help remove gendered language from job descriptions that may hinder diverse candidates from applying. There is also tech that removes identifying factors, such as gender or race, from job applications that could impact hiring decisions due to unconscious bias. And we use technology to help clients find talent in remote work areas too, unlocking more untapped talent pools.
What do you believe is the most exciting tech trend for 2020 (as it relates to your industry)?
I think the most exciting tech trend is the ability to tap into the talent pool of remote workers and help better retain existing workers who want more flexibility because of all the tools that are now available to manage remote workers, connect remote teams, and track productivity.
Zoom, Skype and Google hangouts allow for virtual meetings. Project management tools such as Asana help teams track deliverables and timelines. Messaging apps such as Slack keep employees connected throughout the day.
Remote workers are saving commute time, so they may be spending that extra time on work or on doing something for themselves, such as working out—both of which will make workers more productive.
Who is a person that inspires you in the space and why?
Brene Brown for her work surrounding daring leadership, and spreading the message that belonging in organizations happens when leaders are able to be vulnerable, courageous and have tough conversations.
What advice would you give to someone who wants to get into your space?
Always stay curious. You can’t always tell who will be the best fit for a position from an interview alone. Autistic employees, for example, may have a tougher time making eye contact and hiring managers could interpret that as not being engaged. However, that candidate may have superior attention to detail or ability to recognize patterns that would serve the company well. So ask questions and rethink how you evaluate during the hiring process.
Anything else we should know about you or you want to include?
If you want to join the Consciously Unbiased movement, proceeds from our shirt sales benefit organizations that advance diversity and inclusion.