Podcast appearances and mentions of melissa dobbins

Melissa Dobbins is many things; entrepreneur, engineer, analyst, product strategist, mother, Star Wars enthusiast, leader, avid writer, USC Trojan, wife, science fiction fan, speaker, artist, etc. While she has many facets, none can define her. Just like everyone else, Melissa is more than a description on a piece of paper. She founded career.place because she believes everyone deserves to be evaluated for their true potential and not by the biases triggered by a few words. Career.Place's mission is to remove bias and increase the equity, inclusion, and efficiency of hiring. Career.Place is practical, actionable training designed as how-to guides to building equity and efficiency across every aspect of the hiring process. Career.Place is also an anonymous candidate screening platform that helps organizations hire more effectively without bias. By removing bias and building equitable processes, organizations open the door to a wider candidate pool while driving diversity, efficiency, and compliance. Career.Place, removing bias one hire at a time. Take a listen and let us know what you think! To learn more about us: Adrienne & Loreen w / www.theatlasgroup.co --- Send in a voice message: https://anchor.fm/hacktheinterview/message

Working to remove bias in the hiring process, Melissa is a phenomenal speaker, personality, and so much more on today's podcast! Linkedin - Melissa DobbinsWebsite - www.career.place

Melissa Dobbins could do seventh grade math in third grade, but she couldn’t read. She was ridiculed by students and even teachers, who told her in so many ways, “Your best is only ever going to be so-so.” But with advice from her 6th grade teacher, she shifted her attitude from “I can't do it” to “No, I'm going to show you.” And she has continued to show everybody for years, including forming Career.Place, an anonymous candidate evaluation solution that removes bias from the screening process.

This is your HR news flash, your briefing on talent management and the world of work from HRCI. Microaggressions can occur through our unconscious actions and behaviors. These behaviors in the workplace can leave employees feeling demoralized, isolated and humiliated. Without active steps to prevent microaggressions, they can have a toxic effect on your organization’s culture. Recently, Melissa Dobbins, founder and CEO of career.place, joined HRCI’s Alchemizing HR webinar series, to address how to break the culture of microaggressions at your workplace. Here are a few suggestions. First, promote actionable awareness. Most microaggressions are unintentional and are the result of lack of awareness or exposure to diverse experiences. Combatting microaggressions requires increased awareness accompanied by meaningful action. Melissa provided a three-question model for addressing a microaggression after it occurs: First, ask what did you find exclusionary and/or hurtful? Second, ask why this practice was exclusionary and/or hurtful? Finally, ask what behavior must change, and how? Second, facilitate respectful dialogue. As you begin addressing microaggressions, lay out ground rules. Hold everyone to the same standards, and require that everyone speak to each other with respect. Do not allow name-calling or “us versus them” language. Letting people blame others will only exacerbate division and conflict. Finally, reinforce consistent consequences. Make sure that you acknowledge professional behavior and address any deviations from standards or rules. The key to preventing microaggressions is consistency, thereby creating a workplace that is fair, equitable and safe for all.

In this episode we are chatting with Melissa Dobbins Founder and CEO of Career.Place. Career.Place is an anonymous candidate screening platform that helps organizations hire more effectively without bias. By removing bias, organizations open the door to a wider candidate pool while driving diversity, efficiency, and compliance. It does this by replacing bias-laden resumes and time-consuming screening calls with a structured blind process that equips the hiring team with the ability to easily and objectively identify those best qualified for the job. Please sit back and enjoy this engaging conversation. Rate, Share, Subscribe! Melissa's Website: https://career.place | Questions: info@thecareersalon.com | Web; thecareersalon.com | Social: @thecareersalon --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/thecareersalon/support

This week on the Matt Baxter Show, we are joined by an extraordinary group of people to discuss not only what the Black Lives Matter movement means for our society and everyday life, but also the effects that it must have on the workplace in order to achieve progress. On the show: - Kimberly S. Reed ( https://www.linkedin.com/in/kimberlysreeddiversity/ ) , global diversity, equality & inclusion executive strategist. - Asante Cleveland ( https://www.instagram.com/asantecleveland/ ) , business owner, investor, podcast hose, and former NFL Tight End. - Derrick B. Hayes ( https://www.linkedin.com/in/derrick-hayes-522314169/ ) , speaker, author, leadership coach, and former Detroit Police Officer. - Melissa Dobbins ( https://www.linkedin.com/in/melissadobbins/ ) , founder and CEO of career.place. - Pete Lamson ( https://www.linkedin.com/in/petelamson/ ) , CEO of JazzHR.

Melissa Dobbins could do seventh grade math in third grade, but she couldn’t read. She was ridiculed by students and even teachers, who told her in so many ways, “Your best is only ever going to be so-so.” But with advice from her 6th grade teacher, she shifted her attitude from “I can't do it” to “No, I'm going to show you.” And she has continued to show everybody for years, including forming Career.Place, an anonymous candidate evaluation solution that removes bias from the screening process.

There’s a lot of talk about bias nowadays. But recognizing it is only the first step. Eliminating bias in the hiring process is critical—but it’s not going to be easy. Listen in as we talk with Melissa Dobbins, founder and CEO of Career.Place, as she discusses ways to take action. We’ll cover examples of conscious and unconscious bias, ways that early stages of the hiring process have bias built in and cultural changes in the workplace that can inform how we hire. Win a free book: Give us a review on Apple Podcasts, take our survey, or share this episode on Facebook, LinkedIn, Twitter, or Instagram and tag @xeniumhr.  How to Support this Show: Subscribe on your favorite podcast app (iTunes, Stitcher, Google Play, etc.) Review us on iTunes Take our survey and we'll enter you in a drawing for a free book Follow Xenium HR (@XeniumHR) and Brandon Laws (@BrandonLaws) on Twitter and LinkedIn Learn more about Xenium HR at xeniumhr.com  

As someone who doesn’t support bias-ridden resumes, Melissa Dobbins is also not a fan of bios. Resume and bios are just long enough to feed assumptions without accurately representing the individual. Ms. Dobbins formed www.career.place, where candidates can be evaluated on competency, not what is on a piece of paper. Melissa joins Natasha Nurse on Our Voices to share the keys for hiring without bias

As someone who doesn’t support bias-ridden resumes, Melissa Dobbins is also not a fan of bios. Resume and bios are just long enough to feed assumptions without accurately representing the individual. Ms. Dobbins formed www.career.place, where candidates can be evaluated on competency, not what is on a piece of paper. Melissa joins Natasha Nurse on Our Voices to share the keys for hiring without bias

In 2016, Melissa Dobbins formed an HR technology company to remove bias from the hiring process by shifting the focus from resumes to qualifications.   Removing bias from talent evaluation is more than just opening the door to a wider candidate pool in today’s fierce competition for talent; it drives diversity, efficiency, and compliance as a natural bi-product. Too many companies are attempting to tackle these issues separately, but as long as there is bias in the selection process, these diversity and compliance challenges will persist. Even worse, many companies are turning to technology as the ‘easy way out’ but just end up automating existing biases.   Ms. Dobbins’ company, career.place, tackles bias and the resulting diversity, compliance, and efficiency challenges by removing the bias-laden resumes from talent evaluation and replacing them with a systematic solution that combines the best parts of technology and the human touch to objectively measure a candidate’s qualification to identify those best qualified for the job. Candidates remain anonymous, enabling fair evaluation and comparison of qualifications before names, gender, ethnicity, age, or any other bias-triggering information is shared.   Career.Place, removing bias one hire at a time (and keeping companies out of the news!)   https://www.career.place/

Recruitment biases can seriously hinder the ability for companies to attract the best talent. Joined by Gabe Gurman and Melissa Dobbin from Career Place, we tackled some of the most common biases that affect the hiring process. Melissa provided clarity on the difference between bias and discrimination and how a combination of process, technology and training can greatly improve the quality and diversity of candidates that come through the talent pool. Gabe explained what Blind Hiring was and how that approach is transforming the way business hire talent and support diversity in the workplace. We wrapped up the conversation with how candidates can reduce and manage bias in their resumes and through their engagement in the hiring process. In our ‘Truth or Myth’ segment we dissect myths about the interactions between bias, technology and people. Gabe and Melissa shared their best advice for professionals to reduce bias through starting with recognition of job needs and requirements and complement with process design and training.

Go behind the scenes! Join the new Diabetes Connections Facebook Group!  ----- Melissa Dobbins is an RDN, CDE and award-winning food & nutrition expert. We're talking with her about food and fads, nutrition and practical and easy changes we can all make. Melissa also hosts the podcast Sound Bites and features Stacey in her latest episode. In our Community Connection, a family devastated by their toddler’s diagnosis becomes inspired by her. We’ll talk to Team Olivia, nine people running the NYC Marathon! Isabel & Mike Klingshirn share their daughter's diagnosis story and Olivia's aunt, Abby Wallisch talks about putting the team together.  Stacey also confirms that Ross Baker finished his incredible goal of running a marathon in every state and DC. He says "51 and done!" Ross was diagnosed with type 1 as a young adult - you can hear his story in this previous episode. In our Shoptalk segment, learn about the DRI Foundation, part of the Diabetes Research Institute as Stacey talks to senior vice president Lori Weintraub. ------ Timecodes: 3:00 Stacey reads a "not so hot" Apple Podcast Review  9:30 Stacey talks about the Diabetes Empowerment Summit (more info and signup at link) 12:00 Interview with Melissa Dobbins, Guilt Free RD 39:00 Community Connection: Team Olivia & the NYC Marathon 58:00 Shoptalk with Diabetes Research Institute Foundation 1:06:00 Stacey talks about podcast reviews & subscribing  ----- Get the App and listen to Diabetes Connections wherever you go! Click here for iPhone      Click here for Android  Sign up for our newsletter here