[csmpltn]

But here you have a multi-national corporation, with offices globally and ability to hire from any culture on the planet - and despite waiting months, actively searching for a "diverse" candidate, they were unable to find a single candidate who was "diverse" enough.

What conclusions do you draw from this? That "people are racist"? That the pipeline is broken? This feels like ignoring the elephant in the room.

[Vinnl]

> months, actively searching for a "diverse" candidate

I think it explicitly said they did not do that:

> I spent months waiting for a single person to apply who fulfilled the racial requirement. When no one did, I spent hours trying to find people on LinkedIn who I thought might count as black or Hispanic based on their name or resume.

It seems like a good next step would be to give the author more tools to find more diverse candidates, rather than having them come up with trying to gauge ethnicity by name on LinkedIn and getting those to apply.

[forgomonika]

What conclusions do I draw from this? Sorry to be so blunt, but my conclusion is that you are lacking a lot of understanding of how these things work. Are you really arguing that they can fly and move anyone in from any country as a means to deal with struggles in diverse hiring? Do you not know much about much that costs and the issues with visa involved?

[BryantD]

I think that if he had to do the LinkedIn searches himself, you can conclude that his recruiters weren’t all that great. I’d be annoyed at them in his shoes.

[csmpltn]

Oh, whatever. Blame it on the recruiters.

I guess we're just looking for any excuse now to NOT talk about the actual source of the problem.

[forgomonika]

Let me guess, you don't work in recruiting nor in a role where you actually have to try to find good candidates? Because you are way off the mark on how these things work.

[BryantD]

You guess wrong! I'm a hiring manager, and I'm very good at it. In the last few years I've had multiple quarters in which I successfully hired at a rate of 1 engineer a month or higher.

One of the first things I do when I get a new job is reach out to whoever I partner with on recruiting and spend significant time working with them to make sure they understand what I'm looking for and how to do initial screens if that's the recruiter's role in this company. I talk about diversity and how I approach it. For the first month or so at least, I ask the recruiter to show me as many resumes as possible and I give a paragraph or two of feedback on each one so they know what I did or didn't like about them.

I also expect that I'll be doing a fair amount of time searching LinkedIn myself, particularly at the beginning of the process, for the same reasons I give the recruiter solid feedback on resumes -- it helps them understand what I want out of my candidates. I also tend to pull in my team for sourcing sessions, because there's always someone on the team who knows a perfect candidate but didn't think to refer them.

If the company isn't paying me for a LinkedIn professional account with unlimited searches, I'm not gonna pay for it myself, mind you. In that case the amount of searching I can do is limited, but that's life.

Let's review what the original author said:

> I spent months waiting for a single person to apply who fulfilled the racial requirement. When no one did, I spent hours trying to find people on LinkedIn who I thought might count as black or Hispanic based on their name or resume.

"I spent months waiting." That's awfully passive, but I've had bad recruiters in the past, so I get the possibility. However, as I said, I would be annoyed if my company had a goal -- regardless of what it was -- and the recruiters weren't actually doing anything to help me reach it.