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May 3, 2021

The question is whether people outside of a company's mold get considered at all. It's never a true apples to apples comparison of skills or abilities because most people never get through the initial unconscious filtering process. That's the point.

Jesse Powell

@jespow

Replying to

@mikealfred

Yeah, so maybe most job applications are missing important questions like, "how heavy was the weight that you carried during the race to this point?" I don't think you need to know gender/ethnicity if you can ask other questions that could give credit for those experiences.

9:05 PM · May 3, 2021Twitter Web App

Replying to

Maybe. It's an interesting direction. I don't think we need to give people credit for previous hardships, although they may be a sign of grit and tenacity. Rather, I'm simply pointing out that most people don't survive the initial filtering bias. So steps to counteract may help.

Jesse Powell

@jespow

May 3, 2021

Agree. If you have a set of objective requirements/skills to get past screening, removing identifying info for that stage is probably helpful. You can give grit points later, where you're trying to decide between many qualified candidates.

Replying to

and

IMAGINE A WORLD WHERE THE PERSON MOST ABLE TO DELIVER, SUCCEED, AND GROW IN A ROLE IS THE ONE WHO GETS THE JOB, REGARDLESS OF LITERALLY ANY OTHER CHECKLIST ITEM YOUR D&I CONSULTANT TELLS YOU TO WORRY ABOUT

Jesse Powell

@jespow

May 3, 2021

Playing devil's advocate here. Assume two candidates meet the technical bar for hiring (Z). How then do you go about breaking the tie? What kinds of questions should you get in to? Does it matter that one started from A and the other from Q?

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