[charlesu]

Underrepresented groups are actively recruited but don't get more attempts. If you think otherwise just ask an engineer from an underrepresented groups about their recruiting experiences. They would probably know better. All their interviews include an underrepresented candidate, so their sample size is probably larger :)

The active recruitment is to counterbalance the fact that referrals, one of the biggest sources of talent, is not a diverse pipeline. Everyone's network is mostly male and white or Asian. This is even true of engineers from underrepresented groups. If you want a shot at hiring qualified underrepresented candidates, you have to actively recruit them. Your existing workforce cannot help identify them. That's what's meant by diversity and inclusion.

Now whether you agree that diversity and inclusion are worthwhile is another discussion altogether.

[wernercd]

> Underrepresented groups are actively recruited but don't get more attempts.

Other posts in this thread make claims oppose that.

One person says that bad phone screens for men? No call back... bad phone screens for women? call back and face-to-face to get them another chance.

that's the definition of "more attempts".

Whether said comment is real and honest is unknown (random internet comment) and whether "diversity and inclusion" are worth it (actively choosing ("recruiting") someone on race/color/etc to battle perceived racism is... a form of racism itself) is of course another battle...

[charlesu]

I can't speak to other companies, but in my experience, inhouse recruiters have no incentive to pass bad candidates past the phone screen. I have no incentive to pass bad candidates to onsite. We want to spend as much time needed to find the right candidate and no more and we don't want miss out on anyone. But we don't want to waste our time either.

I just want to call out that diversity and inclusion are not about battling "perceived racism". Diversity and inclusion measures are to counterbalance the fact that professional (and personal) networks in tech are not diverse. The status quo left alone would bias itself toward white and Asian males irrespective of intent. By actively looking for underrepresented candidates, companies can counterbalance network effects in hiring.

[kortilla]

> Underrepresented groups are actively recruited but don't get more attempts.

Yes they do. They are not subject to the same cool down period on a phone screen failure. Remember, google pitches it as “looking for a good signal” so retrying until the candidate passes isn’t lowering the bar in their mind (even though it is because phone screens are flawed but that’s another discussion).

> If you think otherwise just ask an engineer from an underrepresented groups about their recruiting experiences.

I have, I worked there when this started several years back. Several got a chance at a phone rescreen sooner than the normal back-off and one got an invite to come back for a second on-site because “the signal wasn’t clear” on the first.