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A man was in his front yard mowing grass when his beautiful, female neighbour came out of the house and went straight to the mailbox. She opened it, looked inside, slammed it shut, and stormed back into her house.
A little later she came out of her house again, went to the mailbox, again opened it, and slammed it shut again. Angrily, back into the house she went.
As the man was getting ready to edge the lawn, here she came again. She marched to the mailbox, opened it and then slammed it closed harder than ever.
Puzzled by her actions, the man asked her, “Is something wrong?”
To which she replied, “There certainly is, my stupid computer keeps telling me I’ve got mail!”
The first step in the acquisition of wisdom is SILENCE, the second is LISTENING, the third MEMORY, the forth, PRACTICE and the fifth is TEACHING others!
My team is going to try to hire two software engineers this year. We've made some very poor choices in the past. I’d like to avoid that in the future.
Our process has been simple; we advertise the job on our company web site and the local newspapers. All applications and resumes go to HR. HR reviews the resume to make sure they are applying for the correct job. For a software engineer, HR expects to see a computer science education or software engineering experience. Then HR creates a copy of the resume with all personal information removed, such as name, age, sex, race, e-mail address and where the applicant lives. Then HR forwards the redacted copy of the resume to software management for review.
Last time we interviewed all five candidates that made it to management review. Four men and one woman. Interviewing three of the applicants was a complete waste of time. One candidate simply lied on their resume in order to get the interview.
I know that some managers give applicants a test that is relevant to the job being applied for. Is that appropriate, or too much pressure for an applicant?
I want to make sure our process is not biased on the basis of sex or race. And I thought we had done that. But, I’ve been told that is not enough. I need to ensure the team and the interview process are gender diverse. But, how is that achieved without quotas? Which would be unfair.
Interesting that there is no requirement that I make the process racially diverse. Just gender diverse.
If you don't know the gender of the applicants you cannot make the process gender diverse. If you do know the gender of the applicants then the requirement for gender diversity immeidately means you have to descriminate on the basis of gender on order to fulfil the requirement not to.
This is the insanity of politcal correctness and frankly the reason why nothing much at all works anymore, from private sector recruitment to pretty much the entire public sector. If you want to get around this it's not hard you simply make like the EU.
Create a metriculation test that must be passed in order to apply. Anyone who fails the test cannot apply for the job, ergo they have not applied and cannot possibly have been descriminated against in the process of the application they never made. Now you can make part of your metriculation test that you must be amongst the first 5 people of your gender to complete it in order to pass regardless of your score. Email it out to all prospective applicants at a prearranged time and your inbox will do most of the rest for you.
The last one of these I did there were 31 questions on the test and the pass mark was 29. They didn't struggle to fill 14 positions in 18 months and they got some good people, even me!
"The secret of happiness is freedom, and the secret of freedom, courage."
Thucydides (B.C. 460-400)
Last Visit: 31-Dec-99 18:00 Last Update: 19-Mar-18 6:33