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I found one thing odd, which was outside of the scope over the zero sum game being fought here. If you are understaffed, AND you are hiring traditionally, it w

I found one thing odd, which was outside of the scope over the zero sum game being fought here. If you are understaffed, AND you are hiring traditionally, it would make sense that recruiting people would go up. That would mean diverse hires anyway - based on the article, it seems that even increasing diversity was not between undeserving candidates and ideal candidates (the second band section of the article) Is the third variable at play here a lack of funding from congress for recruitment?

skellington 2y ago
If you are trying to reach race/gender based quotas, you simply cannot hire white men anymore when they are 90% of the applicants. Or at least, you must attempt to minimize it as much as possible. Math.
- intended 2y ago
  Yeah but thats not how any quota based system works. Thats the strawman of quota systems. The article itself showed that the quota is some fraction of total applicants that results in minimal impact to performance. Also I heard "math" with a youtube overlay.
  - AnthonyMouse 2y ago
    The quota issue isn't that you have an explicit hiring quota for each race -- which might even be illegal. It's that if, at the end of the year, the number of people you hired had a large racial disparity, that's bad optics and you'll get in trouble, which you know so you fudge things to change it however you can. So you start with 500 slots to fill, 1000 qualified white applicants and 10 qualified black applicants. Worse, if you hire based on highest test scores you'd only hire 2 of the black applicants and end up with 99.6% white hires. The obvious thing to do to improve the optics is to figure out how to hire all 10 of the qualified black applicants, which is the thing that would have "minimal impact to performance", but you have two problems. First, picking them explicitly because of their race is illegal, so you have to manufacture some convoluted system to do it in a roundabout way. Second, even if you do that you're still screwed, because even hiring all 10 of them leaves you with 98% white hires and that's still bad optics. Their workaround was to use a BS biographical test to exclude most of the white applicants while giving the black applicants the answers. If you do that you can get 90 qualified white applicants and 10 qualified black applicants. That'll certainly improve the optics, but then you have 400 unfilled slots.
    - PaulDavisThe1st 2y ago
      There seems to be implication of confusion of what a qualified applicant means in your example above. If there's a test used as the basis of consideration, and some process has decided that any score over X makes the candidate qualified, but then you are later going to claim that actually, given that there were candidates with a score of X+Y, a score of just X does not really constitute "qualified" and the higher scoring candidates should have been chosen, then the whole nature of the test and the ranking becomes rather suspect. So either everyone who is judged to be qualified really is qualified, and it makes no difference that they were not necessarily the highest scoring candidates ... or ... the test for "qualified" is not suitable for purpose.
      - AnthonyMouse 2y ago
        Suppose you have a test which is a decent proxy for how well someone will do a job. The median person currently doing the job scored 85 and their range is 70-99. If you put someone who scored a 4 in the job, people will die almost immediately. If you put someone who scored a 50 there, people will be at a higher risk of death and you'd be better off passing on that candidate and waiting for a better one. From this we might come up with a threshold of 70 for the minimum score and call this "qualified". Then if you have to fill 5 slots and you got candidates scoring 50, 75 and 95, you should hire the latter two and keep the other slots unfilled until you get better candidates. But if you have to fill 5 slots and you have 10 candidates who all scored above 70, you now have to choose between them somehow. And the candidates who scored 95 are legitimately expected to perform the job better than the ones who scored 75, even though the ones who scored 75 would have been better than an unfilled position.
        PaulDavisThe1st 2y ago
        Assumptions: 1. there is a test that is a decent proxy for job performance 2. the relationship between job performance and test score above some passing score is linear These both sound "common sense", but I suspect fail for a huge number of real world scenarios.
cyberax 2y ago
> AND you are hiring traditionally And the FAA stopped doing that. They revamped the hiring process to screen against the White applicants. The way they did it, is also highly insulting to Black people, btw.
- drjasonharrison 2y ago
  By "hiring traditionally" they may have meant "posting a job description and application instructions". They definitely didn't continue to interact with the CTI schools. What they didn't appear to do, at least it is not discussed, is targeted advertising towards underrepresented groups.
- sneedle 2y ago
  [flagged]

skellington 2y ago

If you are trying to reach race/gender based quotas, you simply cannot hire white men anymore when they are 90% of the applicants. Or at least, you must attempt to minimize it as much as possible. Math.

intended 2y ago
Yeah but thats not how any quota based system works. Thats the strawman of quota systems. The article itself showed that the quota is some fraction of total applicants that results in minimal impact to performance. Also I heard "math" with a youtube overlay.
- AnthonyMouse 2y ago
  The quota issue isn't that you have an explicit hiring quota for each race -- which might even be illegal. It's that if, at the end of the year, the number of people you hired had a large racial disparity, that's bad optics and you'll get in trouble, which you know so you fudge things to change it however you can. So you start with 500 slots to fill, 1000 qualified white applicants and 10 qualified black applicants. Worse, if you hire based on highest test scores you'd only hire 2 of the black applicants and end up with 99.6% white hires. The obvious thing to do to improve the optics is to figure out how to hire all 10 of the qualified black applicants, which is the thing that would have "minimal impact to performance", but you have two problems. First, picking them explicitly because of their race is illegal, so you have to manufacture some convoluted system to do it in a roundabout way. Second, even if you do that you're still screwed, because even hiring all 10 of them leaves you with 98% white hires and that's still bad optics. Their workaround was to use a BS biographical test to exclude most of the white applicants while giving the black applicants the answers. If you do that you can get 90 qualified white applicants and 10 qualified black applicants. That'll certainly improve the optics, but then you have 400 unfilled slots.
  - PaulDavisThe1st 2y ago
    There seems to be implication of confusion of what a qualified applicant means in your example above. If there's a test used as the basis of consideration, and some process has decided that any score over X makes the candidate qualified, but then you are later going to claim that actually, given that there were candidates with a score of X+Y, a score of just X does not really constitute "qualified" and the higher scoring candidates should have been chosen, then the whole nature of the test and the ranking becomes rather suspect. So either everyone who is judged to be qualified really is qualified, and it makes no difference that they were not necessarily the highest scoring candidates ... or ... the test for "qualified" is not suitable for purpose.
    - AnthonyMouse 2y ago
      Suppose you have a test which is a decent proxy for how well someone will do a job. The median person currently doing the job scored 85 and their range is 70-99. If you put someone who scored a 4 in the job, people will die almost immediately. If you put someone who scored a 50 there, people will be at a higher risk of death and you'd be better off passing on that candidate and waiting for a better one. From this we might come up with a threshold of 70 for the minimum score and call this "qualified". Then if you have to fill 5 slots and you got candidates scoring 50, 75 and 95, you should hire the latter two and keep the other slots unfilled until you get better candidates. But if you have to fill 5 slots and you have 10 candidates who all scored above 70, you now have to choose between them somehow. And the candidates who scored 95 are legitimately expected to perform the job better than the ones who scored 75, even though the ones who scored 75 would have been better than an unfilled position.
      - PaulDavisThe1st 2y ago
        Assumptions: 1. there is a test that is a decent proxy for job performance 2. the relationship between job performance and test score above some passing score is linear These both sound "common sense", but I suspect fail for a huge number of real world scenarios.

cyberax 2y ago

> AND you are hiring traditionally And the FAA stopped doing that. They revamped the hiring process to screen against the White applicants. The way they did it, is also highly insulting to Black people, btw.

drjasonharrison 2y ago
By "hiring traditionally" they may have meant "posting a job description and application instructions". They definitely didn't continue to interact with the CTI schools. What they didn't appear to do, at least it is not discussed, is targeted advertising towards underrepresented groups.
sneedle 2y ago
[flagged]