| >Summary: not discriminating against applicants before speaking to them based on where they're from, where they've worked, what school they went to, how long they've been in the profession, and who they know that you know is equivalent to "lowering the bar." So, suppose you had to fill an open position for a developer and you had two candidates: an MIT grad with years of experience at Apple and Google, and a homeless guy who never went to college and never worked in IT before. You're honestly going to try to tell us that you have no idea who might be the better candidate? And if hypothetically you could only interview one, you'd what? Be totally stymied? Flip a coin maybe? There's no possible way you can actually believe what you're saying. >In addition, pretend like not ruling people out before you've spoken to them is equivalent to not reviewing their work, or giving them a "diversity" grade boost.
[points 1,8] I don't recall him mentioning ruling people out before speaking to them, although once you get to a certain scale that has to happen at some point since if an individual manager gets 1,000 applicants for one position on his team he can't speak to them all. Or is math racist too? The scale requirement becomes much smaller when talking about reviewing someone's work, because that is much more involved than a resume scan or even most phone screens. Giving them a diversity grade boost is the definition of racism/sexism/*ism. Funny how youve managed to find yourself on the same side as someone who gives a buxom under qualified blonde a second interview because "we don't have any hot chicks in this office." |