4 ms·
> the whole point of a job interview is to assess a candidate. The fact is that if an interviewer doesn't like the answer, it will reflect negatively on the int
by eat_veggies 6y ago
> the whole point of a job interview is to assess a candidate. The fact is that if an interviewer doesn't like the answer, it will reflect negatively on the interviewee.
Yeah, they don't ask this question just for fun. They write in the background section that the purpose is "It selects for candidates who share these values [...] if they believe that this is all just political correctness gone wrong, or that white people are really the oppressed ones, they aren’t going to be able to work well with me and my teams."
So I'm not sure why they'd wait to do this evaluation until after onboarding.
You also seem to think that the only time the company has a position of power over the employee is during the interview process. But generally the boss/HR has power over the worker even after onboarding (a different kind -- to fire rather than hire), so I'm not sure where your power analysis is grounded...
- cobraetor 6y agoI agree that it is definitely something they should bring up as early in the interview process as possible. If a company strongly identifies with neoracism[1], I'd like to avoid wasting my time interviewing with them. And I'm a POC! [1] https://www.persuasion.community/p/john-mcwhorter-the-neoracists https://www.persuasion.community/p/john-mcwhorter-the-neorac...
- quicklime 6y ago>But generally the boss/HR has power over the worker even after onboarding (a different kind -- to fire rather than hire) I agree, but it's a matter of degree. In practice, it's significantly easier to reject a candidate than it is to fire an employee.