3 ms·

Question: as an employer what exactly am I supposed to do if when I put a req out for an engineer, >>>>50% of applicants are asian? Is the burden really on me

Question: as an employer what exactly am I supposed to do if when I put a req out for an engineer, >>>>50% of applicants are asian? Is the burden really on me to dig through the remaining applicants for good ones? These laws really sound like people with no skin in the game demanding things for which they don't know all ramifications.

evgen 10y ago
You keep records that show the acceptance rate, you keep records of interviews, etc. You are not hiring at the same level where statistical anomalies such as what Oracle was caught in will show up, so unless you do something egregiously stupid like tell a candidate that you are passing on them because you don't hire people who are <some protected class> then you will be fine. "The game" is not your insignificant little company, it is the general labor market.
- temp246810 10y ago
  No need to be condescending - you have no idea who, for whom, or where I hire. I was simply asking a question. But I can see how someone who says they work at Facebook in their profile thinks, thinks they are hot shit.
  - rconti 10y ago
    I think you misread "your insignificant little company" as a slight against your specific company and not "any arbitrary company". Every company is an insignificant little company compared to the market as a whole.
blazespin 10y ago
Well, some companies might be statistically abnormal. If Company O is hiring 75% race and Company G is only hiring 50% race, you have to wonder what's going on.
soared 10y ago
Your hiring practices just have to be somewhat similar to applicants. And the differences have to be statistically significant, so sample size (the # of employees you hire) is a factor. (Small/med businesses are generally safe)
azernik 10y ago
The DoL specifically looked at the proportion of hires compared to the proportion of applicants, not the raw proportion of hires.

evgen 10y ago

You keep records that show the acceptance rate, you keep records of interviews, etc. You are not hiring at the same level where statistical anomalies such as what Oracle was caught in will show up, so unless you do something egregiously stupid like tell a candidate that you are passing on them because you don't hire people who are <some protected class> then you will be fine. "The game" is not your insignificant little company, it is the general labor market.

temp246810 10y ago
No need to be condescending - you have no idea who, for whom, or where I hire. I was simply asking a question. But I can see how someone who says they work at Facebook in their profile thinks, thinks they are hot shit.
- rconti 10y ago
  I think you misread "your insignificant little company" as a slight against your specific company and not "any arbitrary company". Every company is an insignificant little company compared to the market as a whole.

blazespin 10y ago

Well, some companies might be statistically abnormal. If Company O is hiring 75% race and Company G is only hiring 50% race, you have to wonder what's going on.

soared 10y ago

Your hiring practices just have to be somewhat similar to applicants. And the differences have to be statistically significant, so sample size (the # of employees you hire) is a factor. (Small/med businesses are generally safe)

azernik 10y ago

The DoL specifically looked at the proportion of hires compared to the proportion of applicants, not the raw proportion of hires.