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Original
2026-01-01
Modified
2026-02-28
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<p>Human Bias is not something HR & TA leaders can eliminate. Even after implementing changes to hiring processes, individuals can still prevent companies from meeting optimal candidates - because of their own biases. In fact, experts at<a>Forbes</a>wrote,<i>“Even after outlining the steps that should be taken to improve the hiring process and uncover more diverse talent, implicit bias on the part of recruiters, human resources professionals and managers may derail those efforts, preventing the company from finding the best and brightest</i>.”</p>
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<p>Human Bias is not something HR & TA leaders can eliminate. Even after implementing changes to hiring processes, individuals can still prevent companies from meeting optimal candidates - because of their own biases. In fact, experts at<a>Forbes</a>wrote,<i>“Even after outlining the steps that should be taken to improve the hiring process and uncover more diverse talent, implicit bias on the part of recruiters, human resources professionals and managers may derail those efforts, preventing the company from finding the best and brightest</i>.”</p>
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<p>Thinking about trying to reduce bias completely in your hiring and onboarding process is overwhelming. Where do you even begin to make changes? Making minor changes to your hiring processes can increase fairness and diversify your candidate pool, giving you a better chance of finding the perfect candidate to hire.</p>
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<p>Thinking about trying to reduce bias completely in your hiring and onboarding process is overwhelming. Where do you even begin to make changes? Making minor changes to your hiring processes can increase fairness and diversify your candidate pool, giving you a better chance of finding the perfect candidate to hire.</p>
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<p>Join us as we discuss how you reduce bias and increase fairness in your hiring and onboarding processes. We will be joined by ClearCompany and Circa to learn how to implement changes that will benefit your company. Our panel of experts will cover:</p>
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<p>Join us as we discuss how you reduce bias and increase fairness in your hiring and onboarding processes. We will be joined by ClearCompany and Circa to learn how to implement changes that will benefit your company. Our panel of experts will cover:</p>
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<ul><li>How to interview for skills and attributes instead of experience </li>
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<ul><li>How to interview for skills and attributes instead of experience </li>
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<li>Ways to reduce affinity bias through interview panels and skills-based questions </li>
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<li>Ways to reduce affinity bias through interview panels and skills-based questions </li>
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<li>Ideas on implementing a fair chance hiring program to reduce biases against system impacted individuals </li>
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<li>Ideas on implementing a fair chance hiring program to reduce biases against system impacted individuals </li>
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<li>Ways to source diverse candidates through expanding sourcing and talent pools </li>
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<li>Ways to source diverse candidates through expanding sourcing and talent pools </li>
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<li>Structures to use to fairly assess previously incarcerated individuals </li>
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<li>Structures to use to fairly assess previously incarcerated individuals </li>
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</ul><h2>Roselle Rogers</h2>
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</ul><h2>Roselle Rogers</h2>
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<p>Vice President, Diversity, Equity, and InclusionCirca</p>
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<p>Vice President, Diversity, Equity, and InclusionCirca</p>
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<p>Roselle is an accomplished HR executive, with 30+ years of practical application. She joined in 2006 and has been instrumental in the company’s growth from local job board provider to the launch of its OFCCP compliance and diversity products. Roselle leads Circa’s diversity, equity and inclusion strategy and thought leadership as well as the company’s OFCCP compliance and community partner relations.<i>She holds senior professional certifications with HR Certification Institute and SHRM and is a Director of the UP Alumni Association of Wisconsin. She has a Bachelor of Arts, Economics, from the University of the Philippines and a Postgraduate Diploma in Human Resources Development from Ateneo de Manila University. Roselle is an avid traveler and enjoys being on the water scuba diving, jet skiing, boating and kayaking, and spending time with her family and their dog, Bear.</i></p>
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<p>Roselle is an accomplished HR executive, with 30+ years of practical application. She joined in 2006 and has been instrumental in the company’s growth from local job board provider to the launch of its OFCCP compliance and diversity products. Roselle leads Circa’s diversity, equity and inclusion strategy and thought leadership as well as the company’s OFCCP compliance and community partner relations.<i>She holds senior professional certifications with HR Certification Institute and SHRM and is a Director of the UP Alumni Association of Wisconsin. She has a Bachelor of Arts, Economics, from the University of the Philippines and a Postgraduate Diploma in Human Resources Development from Ateneo de Manila University. Roselle is an avid traveler and enjoys being on the water scuba diving, jet skiing, boating and kayaking, and spending time with her family and their dog, Bear.</i></p>
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<h2>Derek Shehata</h2>
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<h2>Derek Shehata</h2>
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<p>VP of EngineeringClearCompany</p>
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<p>VP of EngineeringClearCompany</p>
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<p><i>Derek Shehata is an engineering executive with close to two decades experience developing high quality, scalable software and building well performing, collaborative engineering teams. He cares deeply about creating team environments that bring out the best in peoples' abilities and provide safe spaces to learn and grow from mistakes.</i><i>A veteran of several industries including travel, finance, e-commerce and HR tech, Derek leverages those experiences to craft department missions, practices, and polices that best suit the challenges at hand. Derek holds an MBA from Babson College and a B.S. in Computer Science from the University of Maine. When he's not building world-class engineering teams, Derek enjoys cooking with his wife, playing board games, and building Lego creations with his three daughters.</i></p>
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<p><i>Derek Shehata is an engineering executive with close to two decades experience developing high quality, scalable software and building well performing, collaborative engineering teams. He cares deeply about creating team environments that bring out the best in peoples' abilities and provide safe spaces to learn and grow from mistakes.</i><i>A veteran of several industries including travel, finance, e-commerce and HR tech, Derek leverages those experiences to craft department missions, practices, and polices that best suit the challenges at hand. Derek holds an MBA from Babson College and a B.S. in Computer Science from the University of Maine. When he's not building world-class engineering teams, Derek enjoys cooking with his wife, playing board games, and building Lego creations with his three daughters.</i></p>
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<h2>Celeste Blodgett</h2>
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<h2>Celeste Blodgett</h2>
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<p>Vice President of HRESET</p>
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<p>Vice President of HRESET</p>
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<p><i>Celeste Blodgett, is the VP of HR, Learning & Development and Knowledgebase at ESET North America. ESET is an award-winning cybersecurity company with 100 million users in more than 200 countries. Being a passionate person and former educator, she takes a comprehensive approach to managing people, leading teams, DE&I initiatives and enhancing work culture. Wellness programs, employee development and DE&I programs are drivers for her as an HR leader.</i></p>
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<p><i>Celeste Blodgett, is the VP of HR, Learning & Development and Knowledgebase at ESET North America. ESET is an award-winning cybersecurity company with 100 million users in more than 200 countries. Being a passionate person and former educator, she takes a comprehensive approach to managing people, leading teams, DE&I initiatives and enhancing work culture. Wellness programs, employee development and DE&I programs are drivers for her as an HR leader.</i></p>
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<h2>Arthur Yamamoto</h2>
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<h2>Arthur Yamamoto</h2>
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<p>SVP of People & TalentCheckr</p>
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<p>SVP of People & TalentCheckr</p>