Our topic for the taping was implicit bias, which is the bias you don't know that you have, but the rest of the world instantly recognizes when you do something stupid like love someone's resume, love them on the phone but then say "something just didn't click" when you meet them in person.
Which is code for they were "too old", "too fat", "too ugly", etc. But you don't see it that way. You just want to say "it didn't click". You really believe that. Everyone else sees it for what it is. Which is why that hiring manager that did the same thing took that EEOC suit right in the groin. Of course, sometimes you and I both know that it doesn't click, but don't mess up my post, OK?
The taping reminded me of one of my favorite stories. I was sourcing/interviewing candidates in a past company of mine, working with a senior leader to find great salespeople. In walks a guy that had all of the stuff we needed. Great resume, he did well in the phone and live interview. Guy crosses his legs during the live interview, and - wait for it - the cuffs on his slacks rise just enough to show what would become a mental block for the manager in question - ankle boots.
Conservative company, blah, blah, blah. I've written in the past about the need to nickname candidates to gain emotional connections with hiring executives.
This guy's nickname to that executive became "Boots". He couldn't get past it. It wasn't a metaphor for orientation or anything else.
It was pure fashion bias. "Boots" became the war cry for that executive to avoid hiring anyone that subscribed to GQ or Esquire.
And there was nothing implicit about it.
Damn you, Dillards...