1. 6

  2. 3

    While I like the ingenuity, I question whether a case could be made that the practice is unfair in some way under EEOC law. It might be harder because the onus is on the candidate but it seems kind of grey to me…

    My current employer, and other employers before, have tried to run a consistent process, such that all candidates, for a given job, are given roughly the same experience, to avoid a situation where someone who didn’t get hired can’t claim their tasks were harder than others and they were being discriminated against.

    Anyone here happen to be in HR and/or know better than me, the laws around hiring practices?

    1. 1

      … have tried to run a consistent process

      This is addressed in the section called “What About Consistency?”

      1. 2

        Yes, but my inquiry goes beyond that, I think? They certainly acknowledge the pssoibility of having issues. My question is “what issues do they actually have that may not be obvious?” Like, is there case law resulting in a successful argument for a discrimination case given interviews like this? Does it go beyond the typical diversity argument that the author pokes at?

        1. 1

          No it’s not? Did you actually read the article?

          There’s a growing body of evidence that structured and consistent interviews are the best predictor of future job performance. Plus, they help limit cultural and unconscious personal biases held by organizations and individuals. A collaboratively designed, per-candidate interview is about 180º away from this approach as possible, and honestly our evaluation process is still entirely unstructured and vulnerable to these biases. It hasn’t stopped us from making offers to women, people of color, LGBTQ individuals, and more but I can’t claim there’s any systemic protection against this disfunction. Nor can I even guess how — or if — this scales beyond 10, 100, 1000 people. We’re not there yet, although some day we might be (have I mentioned we’re hiring?).

          highlight is mine.

          1. 2

            Just because someone has made offers to women, POC, LGBTQ etc doesn’t mean that their process is not vulnerable to bias. It just means the employees they happened to start with possibly aren’t overt bigots.

      2. 2

        Something that I’m asking during all of my interviews is “What is the goal of your hiring process and how do you evaluate if you’re being successful?”

        I’d say that about 25% of companies can’t answer the first question. For the second question, some companies have a formal method to tell if the people who they hire work out, but no one has ever mentioned thinking about analysing if the company made the right decision in the no-hire case.

        I think applying the engineering process to hiring is really important, but basically nobody is doing it.

        1. 2

          Hey! I made a comment about how we began implementing a system just like this at work. I have two interviews tomorrow which I’m looking forward to. Its still a new process for us and we’re trying to iron out the kinks, but we find its way more effective than reading fizzbuzz on a whiteboard.