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>Equally, if diverting more energy in to finding minority candidates is not lowering the bar for them then why would you need to divert more energy to find them
by hackinthebochs 9y ago
>Equally, if diverting more energy in to finding minority candidates is not lowering the bar for them then why would you need to divert more energy to find them?
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The point is to find the ones that can pass at a higher rate than you normally would. No bar is lowered, and your representation increases.
- fche 9y agoIf you search harder for them, the bar is lowered by virtue of letting them be less outstanding / noticeable.
- hackinthebochs 9y agoThat doesn't follow if they're passing the same hiring process. It's not hard at all to get a contact for a phone screen with Google: I've been contacted by Google recruiters on linkedin with a barely filled out profile with one or two unremarkable positions listed. If you're counting the initial discovery phase as part of the hiring process, you're mistaken.
- fche 9y agoI believe the memo + followups included claims that the hiring process is not the same either.
- hackinthebochs 9y agoIf that's the case, then yeah definitely a problem