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I'm studying interpersonal communication and a couple things I've learned pertain to things that in my opinion hiring managers dont understand.
1. Communication does not exist in a vacuum. Meaning you should never expect the same result or the same dialogue with multiple people, since every situation is different. A lot of hiring managers stay on script and lack the intellect to diversify a conversation.
2. First impressions are overrated. While it is always nice to hit it off with your potential employer right away, everything shouldn't be based off the first moment you meet them. IMO, the hiring manager has made up their mind by the time they shake your hand when they meet you in regards to whether or not you will vie for the job.
A hiring managers developed bias going into the interview will determine how much of a chance you have. What it all boils down to is the realistic truth that the chance of you getting a job determines most of the time in regards to the level of bias the hiring manager has at there work and outside of work.
If they dislike non whites, there unchecked bias will lead them to favor whites, which is why affirmative action and quotas should still exist, because hiring managers(predominantly white) can't be trusted to evaluate a non white candidate without a bias in place already.
White hiring managers tend to put people in boxes and assume that all non whites think the same, which is why you have those programs in place, to prevent the racial bias of the white hiring manager to unfairly hire a solid non white candidate.
This isn't all whites, but it is part of the reason for higher minority unemployment rates. For example, I'm at my best job right now. I was hired because I passed the required tests and the hiring managers had an open mind.
On the other hand I know of past interviews when the second I walked in and shook there hand I knew they already made up there mind.
This is just a reality check for people who say minorities arn't trying hard enough when they look for work.
The truth is the white hiring managers a lot of the time are not coming into the interview with an open mind, which leads to higher minority unemployment.
And you felt compelled to respond because?
______
I'd have to agree with you, trop.
I'm a hiring official, screen resumes, sit on panels, interview, etc.
After years of experience, I agree that first impressions in an interview are not the best indicator of someone who will fit in and perform.
I make a point of calling the two previous supervisors and ask one specific question: would you hire this person again?
I get more information from that one question than any other.
I can read an 800 page book and if there's one misspelling, my eyes are drawn to it.
My suggestion to anyone/everyone submitting a resume is to have someone else proofread it for you.
This is the one document that will get you through the door.
Location: East of Seattle since 1992, 615' Elevation, Zone 8b - originally from SF Bay Area
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When interviewing we are required by HR to "stay on script" in order to ensure the same questions are asked of each candidate, so in making a decision we can compare apples to apples. We can do follow up questions if the answer is incomplete and I often do that if it seems that the person is nervous and may have left something out. There is no affirmative action or quotas, that is now illegal in some states such as ours.
Our organization stresses diversity as a way of bringing many different ideas from people of different backgrounds to strengthen us. As a hiring manager I would be hurting myself and my organization by forming a first impression and basing my decision on it without hearing the applicant's interview answers. Same for making a judgment based on a resume, though that does have to at least show meeting the minimum requirements, and if the job involves writing a lot of
typos and spelling errors can make a difference.
This is just a reality check for people who say minorities arn't trying hard enough when they look for work.
The truth is the white hiring managers a lot of the time are not coming into the interview with an open mind, which leads to higher minority unemployment.
There is more to the story. I am sure there are some minorities who do not receive some job offers because of race, but race is not the only causality to bias-- someone my not get a job because they are obese, because they are short, because they have a speech issue, because they have a nervous tick, because they seem too conservative, because, because, because.
What has harmed a good chunk of the minority population is lack of education and skillset.
For black students, the high school dropout rate is double that of whites. The amount of black students entering college is also lower than others. And due to some schools, some black students are ill prepared even for college. My first university had a summer school program to bring black students up to speed with introductory college courses as well as intensive counseling. Even then only about 69% of black students would graduate which is below other universities.
It is no surprise that jobs with lower wage jobs are some of the absolute hardest hit jobs out there. I work and have worked with many black professionals who have not had issues with employment and a few have been fast tracked to very high sr. executive leadership programs in their respective companies.
Bias-- is one thing-- but bias impacts a lot of people. What is really impacting many black workers is far more complex than simply bias.
I'm studying interpersonal communication and a couple things I've learned pertain to things that in my opinion hiring managers dont understand.
1. Communication does not exist in a vacuum. Meaning you should never expect the same result or the same dialogue with multiple people, since every situation is different. A lot of hiring managers stay on script and lack the intellect to diversify a conversation.
I'm studying interpersonal communication
2. First impressions are overrated. While it is always nice to hit it off with your potential employer right away, everything shouldn't be based off the first moment you meet them. IMO, the hiring manager has made up their mind by the time they shake your hand when they meet you in regards to whether or not you will vie for the job.
I'm studying interpersonal communication
A hiring managers developed bias going into the interview will determine how much of a chance you have. What it all boils down to is the realistic truth that the chance of you getting a job determines most of the time in regards to the level of bias the hiring manager has at there work and outside of work.
If they dislike non whites, there unchecked bias will lead them to favor whites, which is why affirmative action and quotas should still exist, because hiring managers(predominantly white) can't be trusted to evaluate a non white candidate without a bias in place already.
I'm studying interpersonal communication
White hiring managers tend to put people in boxes and assume that all non whites think the same, which is why you have those programs in place, to prevent the racial bias of the white hiring manager to unfairly hire a solid non white candidate.
I'm studying interpersonal communication
This isn't all whites, but it is part of the reason for higher minority unemployment rates. For example, I'm at my best job right now. I was hired because I passed the required tests and the hiring managers had an open mind.
I'm studying interpersonal communication
On the other hand I know of past interviews when the second I walked in and shook there hand I knew they already made up there mind.
I'm studying interpersonal communication I'm studying interpersonal communication I'm studying interpersonal communication
Besides affirmative action and quotas, what else should be done?
I'm studying interpersonal communication and a couple things I've learned pertain to things that in my opinion hiring managers dont understand.
1. Communication does not exist in a vacuum. Meaning you should never expect the same result or the same dialogue with multiple people, since every situation is different. A lot of hiring managers stay on script and lack the intellect to diversify a conversation.
2. First impressions are overrated. While it is always nice to hit it off with your potential employer right away, everything shouldn't be based off the first moment you meet them. IMO, the hiring manager has made up their mind by the time they shake your hand when they meet you in regards to whether or not you will vie for the job.
A hiring managers developed bias going into the interview will determine how much of a chance you have. What it all boils down to is the realistic truth that the chance of you getting a job determines most of the time in regards to the level of bias the hiring manager has at there work and outside of work.
If they dislike non whites, there unchecked bias will lead them to favor whites, which is why affirmative action and quotas should still exist, because hiring managers(predominantly white) can't be trusted to evaluate a non white candidate without a bias in place already.
White hiring managers tend to put people in boxes and assume that all non whites think the same, which is why you have those programs in place, to prevent the racial bias of the white hiring manager to unfairly hire a solid non white candidate.
This isn't all whites, but it is part of the reason for higher minority unemployment rates. For example, I'm at my best job right now. I was hired because I passed the required tests and the hiring managers had an open mind.
On the other hand I know of past interviews when the second I walked in and shook there hand I knew they already made up there mind.
"What it all boils down to is the realistic truth that the chance of you getting a job determines most of the time in regards to the level of bias the hiring manager has at there work and outside of work."
"...the chance of you getting a job determines.." ???????
".....determines most of the time in regards....." ??????
"....realistic truth...." not to be confused with "realistic non truth" or "unrealistic truth"
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