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> interests, hobbies I don't ask about these in interviews, and don't use them to make decisions. You like My Little Pony or have a massive collection of guns?

> interests, hobbies I don't ask about these in interviews, and don't use them to make decisions. You like My Little Pony or have a massive collection of guns? Or both? I literally could not care any less, it's none of my business. > mannerisms I'm not really sure what you'd see here in a regular interview beyond being literate and maybe nervous. The signal here is murky at best -- other than red flags, you shouldn't be measuring here. So, to reiterate: it is absolutely not okay to discriminate candidates by social status.

andreilys 6y ago
Mannerisms could be anything from how articulate the candidate is and the depth of their vocabulary, to how they dress and the types of questions they ask. I’m not saying it’s okay to discriminate candidates by it, doesn’t mean it doesn’t happen. Go to any finance firm on Wall Street and tell me how many people employed there grew up on food stamps.
- Udder_nonsense 6y ago
  - Mannerisms could be anything from how articulate the candidate is and the depth of their vocabulary, to how they dress and the types of questions they ask. Those are all qualitative things that tell me about the person's intelligence, social acumen, experience, worldliness, etc. Those things usually matter for hiring. Has nothing to do with caste or race or gender or identity or age or sexual orientation any other protected status.
  - kbenson 6y ago
    Or it tells you how much time they've put into trying to suppress their individual characteristics they developed as they grew to adulthood in favor of ones perceived as more palatable to those hiring. You could say they're smarter because they're doing what's needed to game the system... but that's only needed because people are judging them on those aspects. Chicken or egg? Does a thick German or Scandinavian accent count against them? What about Mexican/Spanish? What about Ebonics/Black English? That has well understood rules for how it's used, even though many people don't realize it. Presumably what you actually care about when hiring is their ability to work well with their peers and managers, and how well they accomplish the work they are given. If so, you are using mannerisms to help inform about these attributes you actually care about because you think those mannerisms correlate in some way. But what do you have to go by to actually support this evidence? If it's from personal experience, how rigorous have you been in making sure you note the data, and didn't subconsciously discount or ignore instances counter to your expectations?

andreilys 6y ago

Mannerisms could be anything from how articulate the candidate is and the depth of their vocabulary, to how they dress and the types of questions they ask. I’m not saying it’s okay to discriminate candidates by it, doesn’t mean it doesn’t happen. Go to any finance firm on Wall Street and tell me how many people employed there grew up on food stamps.

Udder_nonsense 6y ago
- Mannerisms could be anything from how articulate the candidate is and the depth of their vocabulary, to how they dress and the types of questions they ask. Those are all qualitative things that tell me about the person's intelligence, social acumen, experience, worldliness, etc. Those things usually matter for hiring. Has nothing to do with caste or race or gender or identity or age or sexual orientation any other protected status.
- kbenson 6y ago
  Or it tells you how much time they've put into trying to suppress their individual characteristics they developed as they grew to adulthood in favor of ones perceived as more palatable to those hiring. You could say they're smarter because they're doing what's needed to game the system... but that's only needed because people are judging them on those aspects. Chicken or egg? Does a thick German or Scandinavian accent count against them? What about Mexican/Spanish? What about Ebonics/Black English? That has well understood rules for how it's used, even though many people don't realize it. Presumably what you actually care about when hiring is their ability to work well with their peers and managers, and how well they accomplish the work they are given. If so, you are using mannerisms to help inform about these attributes you actually care about because you think those mannerisms correlate in some way. But what do you have to go by to actually support this evidence? If it's from personal experience, how rigorous have you been in making sure you note the data, and didn't subconsciously discount or ignore instances counter to your expectations?