k, so everyone knows that all information regarding the race or ethnicity of an applicant is kept in the strictest confidence, is used only for statistical/reporting purposes, and has no bearing on the actual hiring decision.

And we all know that is bullshit.

So, let's say an applicant lists himself as (insert minority here), but is in fact white. He will almost certainly increase his odds of an interview - but would this get caught? It seems that his race info would never actually be in the hands of the interviewer, or any other person that actually sees him in person, at the time he is there. Seems like a low probability of getting caught.

*No, I'm not going to do this, but was tempted for a moment.

[Edited on October 8, 2008 at 3:50 PM. Reason : Somebody move this to chit chat, I'm an idiot.]

10/8/2008 3:47:45 PM

regardless its completely unethical and they don't deserve the job.

10/8/2008 3:50:49 PM

I've seen race info for people before I've interviewed them.. even been told by a supervisor before interviewing a minority and female candidate that "We could really use some more people to increase the diversity of the group." Basically telling me to give them a thumbs up. I work at a fairly large Engineering employer.

10/8/2008 3:51:37 PM

so what race should I check to get the interview?

10/8/2008 3:52:45 PM

This was an Asian chick; We have plenty of Asian males already. Actually it was probably more her sex than her race, although with both she got double bonus points.

10/8/2008 3:54:40 PM

Quote :

"regardless its completely unethical and they don't deserve the job."

It is only a complement to the company's ethical issues for giving someone points based on skin color.

If they say "you lied to us." And you say, "And you lied to me, saying it wasn't going to be used."

10/8/2008 4:03:15 PM

ive never filled an application that hadnt made it optional , or provided "other' as a choice

10/8/2008 4:10:07 PM

Declining to say what you are = white male. Everyone else has a benefit from disclosing it.

10/8/2008 4:14:28 PM

by law, the applications are designed to send the responses anonymously to a govt database that analyzes who's applying to where and who is being hired where

that company faces harsh penalties if they are caught peeking or happen to acquire that information

10/8/2008 4:28:53 PM

Quote :

"And we all know that is bullshit."

How do we know this?

10/8/2008 5:16:55 PM

Quote :

"Declining to say what you are = white male. Everyone else has a benefit from disclosing it."

That really depends on who you're interviewing for.

10/8/2008 6:12:38 PM

i always check the "OTHER" box. if they have a fill-in blank, i write "Uptight Seattleite"




[Edited on October 8, 2008 at 6:17 PM. Reason : ]

10/8/2008 6:15:45 PM

Quote :

"i always check the "OTHER" box. if they have a fill-in blank, i write "Uptight Seattleite""

GTFO of The Soap Box.

But I to, leave it blank, or if I have to, put other.

10/8/2008 6:20:58 PM

fuck you motherfucker. i'll throw your punk ass right out the door.

don't make me come over there.

10/8/2008 7:08:36 PM

I lead a team of recruiters for a Fortune 150 industrial manufacturing company in the US. I can asssure you that the race or ethnicity is completely voluntary for one, and secondly, we do not base our decision to qualify the candidate based on what they say. In fact, we don't check the ethnicity til after he or she is being interviewed for tracking purposes.

The whole idea that employers or HR departments give more weight to diversity candidates is bollocks. HOWEVER, we do make serious drives and pushes to find diverse talent because it A) meets the guidelines but more importantly B) a diverse organization is a stronger one by nature. That's a fact man.

The reason that it is a fact is that businesses are all global now, they will continue to be global, the more cultures and perspectives your company has the stronger it is. That's not some fluffy tale, it's real.

10/8/2008 7:33:23 PM

Quote :

"even been told by a supervisor before interviewing a minority and female candidate that "We could really use some more people to increase the diversity of the group." "

everybody is tryin to get that MWBE qualification

10/8/2008 7:34:54 PM

So they call you out for it, then you call them out for using it for something other than the stated purpose. Then you don't get the job.

10/8/2008 9:12:25 PM

Large companies who've got their HR departments setup properly won't allow race, gender, or age data available to managers in all but the most extreme circumstances. I can tell you that in my Fortune 50 manufacturing company, that data is probably more heavily classified and hard to access than our detailed financial numbers.

That being said, there are other ways to get around to increase certain underrepresented minority groups. Need more racial minorities? Recruit more aggressively at historically black universities; court departments and professors with grants and internship opportunities to get them to send you resumes of their more promising students. Works with women's colleges as well. Need more Asians or Hispanics? Shift your recruitment to areas like California, New Mexico, Arizona, or Texas.

10/9/2008 12:09:14 AM