Some people in my company can volunteer to interview prospective employees. Upon reading the interviewing guide, there is a section dedicated to inclusion and diversity. Interviewees are now required to not only have a technical side of the interview, but an inclusion and diversity one.
view the rest of the comments →
AlphaOmega ago
I’m going to mirror other posters here in encouraging you to find another company to work for. Any company that puts “inclusion” ahead of ability and merit is not a company focused on success. This culture will breed a cancer through the organization. It will subvert production. You will go down with that failure if you do not leave.
Before I sold my company a few years ago we had specific hiring guidelines intended to root out social justice people. I didn’t really care if we hired blacks or Mexicans if they were qualified. What I cared about is not hiring people who thought those traits were more important than production.
Deceneu ago
Could you give a couple of examples ?
AlphaOmega ago
Almost every social justice person, leftist, and feminist shares a psychological pattern. It’s a similar pattern to blacks have who file discrimination suits and kick up trouble at small bullshit. They really are fucked in the head.
What’s interesting about the SJW, leftist, and feminist crowds is that many are white so you can dismiss them just as quickly as a minority shit stirrer and it never looks like you’re being discriminatory.
The pattern they have, to one degree or another, is a lack of personal responsibility. They are not truly capable of being self critical and accepting responsibility for mistakes. They place blame for the negatives in their life on external forces. These are huge red flags and they are relatively easy to uncover if you are a skilled interviewer.
I’m being very general but this is not a science. The key is to have a hiring manager you have trained and trust explicitly (or be the hiring manager yourself). Someone who you have tested by virtue of watching them work hard and also watching them fuck up and owning up to that mistake.
In the interview process you need to note certain things right off the bat: what university did they attend? do they have tatoos? is their hair colored? What was their favorite class in college? Why? These can heighten or reduce suspicion.
Then you must dig down into the interview. The two most important questions That lead to the best conversation that get people out of their shell are:
1) What Voulenteer service or cause have you been involved in in the past or what would you see yourself being interested in in the future?
Then shut the fuck up and let them talk. Today, it’s considered socially acceptable to be an equal rights activist or a pro woman activist (Examples). Thus, these people will be more likely to divulge their passion and then you can dig as much as you want if you maintain a curious and interested tone. A non-sjw will usually have been interested in helping animals or some environmental work or church mission.
2.) Ask them to recall a mistake you made at your last job? The people who answer this question honestly and, in a general sense, projects a sense of regret (as in, “I’ll never fucking let that happen again”) will almost always be at or near the top of my list.
Deceneu ago
Excelent points. Thanks you.
AlphaOmega ago
Also, I make a point of not hiring people from Certain universities. Widespread ostracism is the only way educational institutions are going to take note and stop this bullshit. Anyone from Brown, Cal, Harvard, Columbia, UT, or any university in Washington or Oregon. That’s a solid pass.