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#EPISODE 11: Deliberate Hiring Strategy
The One Minute For: Preventing Ageism, Gig Economy, and Deliberate Hiring
Art Voloshyn
February 16, 2024
In today’s episode:
How To Prevent Ageism In The Workplace: Ageism Examples
How To Thrive in the Gig Economy: A Practical Guide for Gig Workers
How To Plan your Hiring Strategy Deliberately
THE ONE MINUTE TO THINK 🤔
"Millennials, who now make up the largest segment of the US workforce, are known for changing jobs frequently, but even they will stay with you if you give them a good reason to."
THE ONE MINUTE TO GET INSIGHT ✨
 | Ageism In The Workplace: Is It A Bigger Problem Than You Think? by People Managing People |
Ageism: the stereotypes (how we think), prejudice (how we feel) and discrimination (how we act) towards others or oneself based on age.
Ageism Against Older Workers 👵
64-year old Debra Sengson was an HR practitioner for more than 25 years. After being laid off from her job as the Head of HR she went back on the job hunt.
“They would say things like ‘you’re too experienced’,”.
“Others would say they could never afford me. I was willing to take a pay cut, take a lesser role or even work part time. But they weren’t interested.
In one instance, the recruiter contacted me with so much enthusiasm, but when they saw me, the enthusiasm was gone. She didn’t think I was going to be in my 60s. They said they went with a candidate they believed would be in it for the long haul.”
Ageism Against Younger Workers 👱♀️
Haley DeLeon was promoted to the role of a content marketing editor in her mid 20s.
But rather than being seen as a “high potential” or top performer, many of her colleagues only saw her age.
“I remember a time when our team was instructed to create a board using craft supplies that was supposed to display our goals,” she said. “Everyone assumed that I would do all of the work because at that time, I was not only the youngest person on the team, but also the only woman. Double whammy. This wasn't implied—it was said aloud by the older male team members.”
THE ONE MINUTE OF EXPERT VOICE 🎙
 | How to Thrive in the Gig Economy: A Practical Guide for Gig Workers by CA Reetu |
CA Reetu
Business Owner of TAX VIC - Provider of Tax & compliances services specifically to Indian freelancers, IT professionals, & Digital creators.
How to Manage the Gig?
Decide who will drive the decision-making on hiring. A simple procurement process may be enough to fill an open gig for an IT techie, while a speechwriter for a CEO will likely require input from the chief executive.
Pay people promptly. "I can't tell you how many companies are on 60- to 90-day schedules" for contracts. However, individuals expect to be paid faster and more often.
Know the law—and do not treat gigsters like employees. In fact, don't even use the word "hire" to describe the working arrangement. People who work gigs are "engaged," not hired.
Protect confidential company information. Important when using outside contractors for a business dealing with sensitive client information, such as health data and Social Security numbers.
Let your own staffers gig―even at your company. Since many workers crave the opportunity to learn something new, offer full-time staffers the chance to develop by giving them a gig in-house.
Keep staffers and gigsters separate when warranted. "Having [gig workers] participate in regular team meetings or asking them for regular updates and reporting is not wise," as that may cause them to be viewed as employees rather than independent contractors.
Make your gig workers feel welcome and valued. "Make sure you afford them the correct level of respect. This is someone who is going to add to the team, bringing in skills or knowledge and experience to help the effort."
LET’S PRACTICE 🧪
 | Plan your hiring strategy deliberately From The Big Book of HR, 10th Anniversary Edition by Barbara Mitchell |
How to Hire Deliberately:
STEP #1
Try to describe the traits of the person you want to hire. Determine how you’ll fill workforce gaps.
STEP #2
Making good hires saves you the time and pain of removing an employee who isn’t working out. Train recruiters and hiring managers to interview professionally. Use technology to manage and initially screen applicants.
STEP #3
Promote rather than hire. Enabling people to build careers within your organization rewards employees and makes them want to stay. Balance internal promotions and assignments against training costs.
STEP #4
Hire enough outside talent to inspire new ideas and fresh information. When you seek external hires, encourage current and former employees to offer referrals. Consult your past hiring records so you can reconsider good people you didn’t hire initially.
STEP #5
Consider offering internships and recruiting from niche populations such as ex-military and retired people; advertise in both physical and online places – including on social media.
STEP #6
“Brand” your organization in alignment with your consumer identity to attract the right top talent.
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