h a l f b a k e r y"Not baked goods, Professor; baked bads!" -- The Tick
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HireRoulette
increase diversity by making some job positions placed at random | |
Companies (especially tech companies) are trying to
diversify their workforce. However the conventional
interview process doesn't lend itself to diverse hiring.
People hire people they'd like to have a beer with and the
results bear out that minorities are underrepresented. My
idea is to
make a certain amount of the positions in the
company blind hires. People would have to meet base
qualifications (for example a programmer would have to
take an aptitude test and show some code or for general
hires would have to demo their skills with a service like
Mechanical Turk or Interviewed). Their information would
be taken in without the name, race or gender attached.
Then one person from a pool of these individuals would be
chosen for the job completely at random.
In the 70's symphonies started doing blind auditions (where
the person played behind a curtain) and the odds of a
woman being hired by an orchestra jumped from 25
percent to 46 percent. Similar biases have been shown for
other minorities.
Obviously there is some risk in this system because you
don't know how the chemistry is going to work out
between the random hire and their new company. But I
think it's more meritocratic than quota systems and
conventional hiring.
[link]
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" People hire people they'd like to have a beer with " |
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If only, but I see the point you're trying to make. The halo effect is very real - guys who were in the navy will readily hire guys who were in the navy, etc. |
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The chemistry issue IS a challenge. There's two types of jobs. Those you have to hire for the skill set, and those where you can afford to hire for people skills and train the skill set. |
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I've passed on some highly skilled people because you could tell they were too tightly wound, and instead hired somebody more user friendly that could be taught. |
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Other times, you have to hire the skill set and deal with the dysfunction. It's hard on organizations. |
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