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January 11, 2010


Kim Bailey

Interesting post, Kris! I agree with what you said, but think that the hardest part is often selling this to the hiring manager. Even if upper management agrees with the process and why, if a hiring manager is in a hurry to hire an important position, they don't want me "clogging" up the process. That is when it is really important (and difficult) for me to sell the benefit of it to them. Sometimes I succeed and sometimes I fail, but it's always about giving them the opportunity to see/find something they might otherwise miss. I could certainly never sell it as "doing the right thing".


In my situation it’s not an issue of upper management/executive buy-in with the idea of requiring the hiring manager’s to interview specific candidates, whether they are minority or internal. It’s more of an issue with getting upper management/executives to actually enforce the process.

Everyone knows that many times the hiring manager already has an idea of who they want to hire for the position and believes that being required to interview other candidates is a waste of time. The problem is when the hiring manager goes to upper management and complains about how it’s a waste of time and they already know who they want, instead of upper management enforcing the procedures and process that they’ve already agreed are important they acquiesce to the hiring manager’s complaining and allow them to skip the procedure.

It’s one thing to make a statement on paper about the organization’s beliefs and values; it’s another thing to actually put those beliefs and values into practice by enforcing the procedures and processes that arise from them.

Janna Jones

Of course it is important to keep the integrity and legality of the hiring process first and foremost at all times. Who's to say that the hiring manager has the appropriate training and objectivity to make sound decisions when left to his/her own devices?

The only method for removing systemic bias within an organization is to require all hiring procedures/practices are followed implicitly.

If one or two managers determine they will buck the system and do their own thing(ego?), they had better invest in good legal counsel, because they haven't a leg to stand on should the decision be challenged.

I agree with the former writer, it is more than doing things right, it is doing the right thing.


Kris, interesting post. I am not an HR person, so the legalities are not the area of my focus. But diversity of thought - that matters to me - so much so that I riffed off this post of yours today. thanks for starting the dialogue:

Waiting for that call

As a minority candidate, I have got to tell you, that sometimes it is blatantly obvious when I am being interviewed just to fit a quota. I don't like being used in this way. Particularly when, in this economy, a call for an interview is so very important to my survival. It hurts when it hits home that they never took me seriously. This comes out in the questions that I am asked and in the tone of the interview.

If they are going to interview minority candidates, seriously consider the individual. Don't just use them to make your numbers. We can figure it out when we are being used and it hurts.

mulberry alexa uk

I "like" you on Facebook. Would love these for my oldest boy!


I was called into an interview and I think it was purely for the numbers. They should have let me just enjoy the town without coming in. It costed me a vacation day.

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