5 ms·
How about an artificially anonymized process. HR does know, or assumes, your gender from receiving your CV. But from that point onward your identity is anonymou
by Zyst 9y ago
How about an artificially anonymized process. HR does know, or assumes, your gender from receiving your CV. But from that point onward your identity is anonymous.
For instance, HR creates a throw away email which will be used during the hiring process to coordinate the rest of the tasks. The coding interviews could use one of the many platforms we have for shared/same space coding with an added chat box for talking your way through the problem so to say.
And so hiring decisions are done by interviewers without knowing the gender or how the candidate looks.
I think this would allow for a good level of blind testing, but would provide some downsides in the side of cultural fit screening. It's a lot easier to pretend you're not an asshole in asynchronous text-only communications.
I guess everything carries a trade off.
- deleted 9y ago[deleted]
- imron 9y ago> And so hiring decisions are done by interviewers without knowing the gender or how the candidate looks. It might make the situation worse: http://www.abc.net.au/news/2017-06-30/bilnd-recruitment-trial-to-improve-gender-equality-failing-study/8664888 http://www.abc.net.au/news/2017-06-30/bilnd-recruitment-tria...
- pbhjpbhj 9y agoIt's very sad that "free from sexist, racist, ageist biases" is considered "worse", surely? Do you agree?
- imron 9y agoYes, I agree (check my comment history over the last few days to see which side I fall on). I meant worse for the problem the GP was trying to solve.
- mLuby 9y agoThe method (free from sexist…) is better but the outcome (employee similarity to general population) is worse.
- Caveman_Coder 9y agoI guess it really comes down to the ethical framework you accept as valid, deontological or utilitarian...