4 ms·
I can understand companies having targets on who they have in their interviewee pool but it hasn’t made sense to me to have targets on who you hire.
by smb06 2y ago
I can understand companies having targets on who they have in their interviewee pool but it hasn’t made sense to me to have targets on who you hire.
- amluto 2y agoI think this is wrong distinction to make. One could have a metric like “how well does the interviewee pool match the overall population demographics” or the same thing for the new hires or for the current employees, etc. And improving those metrics could be a goal. BUT letting the actual hiring process have any part in achieving that goal beyond merely trying to be fair seems like it could be problematic. So, if a company actually wants to do anything to improve these diversity metrics, I think they should be in the form of outreach and thoroughly separated from the decisions to interview or hire a candidate. Make sure that the company goes to job fairs at variety of universities. Have outreach for people who didn’t go to university at all. Heck, a big company like Google could even try to encourage young members of under-represented groups to go to college, have some scholarship programs, and maybe cultivate an improved candidate pool (although care is still needed — giving scholarships only to people of a certain race or races is problematic). But don’t let the people making hiring decisions know that these are the people you reached out to so that you don’t taint the process!