How many companies avoid hiring someone - not because they aren't qualified, but because they know they will face a lawsuit if they have to fire the person? From talking to a friend in HR at a very large company the phenomenon is real. From what she has told me, from the outside it looks like a racial glass ceiling, but from the inside, rather than fire someone, the company promoted them beyond their capability, into a job where they couldn't do too much damage.
Yup. This was actually studied with the ADA. Turns out the pre-ADA level of employment for disabled people was HIGHER compared to after the ADA was implemented. Turns out employers started to view disabled employees as a higher-risk compared to non-disabled employees so they simply avoided hiring them. The end result was that disabled people were made worse off. One good example of a well intended law with unintended consequences.
I am responsible for interviews and some hiring at the company I work for in middle TN. We use a temp service to staff us but we get the final say. If I sense they are the woke type I will give my boss the signal and he knows this is a hard no. If the temp agency asks why they didn't get the job we simply say we felt they were not a good fit end of story.
Some variant of "Is there anything else you'd like to tell us about yourself?" can be a gold mine. People can tell you about stuff that pertains to the job, but doesn't fit in the legally defined boxes you are allowed to ask about, or they can shoot themselves in the foot. We tended not to hire very many of the people that stayed silent for that question.
How many companies avoid hiring someone - not because they aren't qualified, but because they know they will face a lawsuit if they have to fire the person? From talking to a friend in HR at a very large company the phenomenon is real. From what she has told me, from the outside it looks like a racial glass ceiling, but from the inside, rather than fire someone, the company promoted them beyond their capability, into a job where they couldn't do too much damage.
Yup. This was actually studied with the ADA. Turns out the pre-ADA level of employment for disabled people was HIGHER compared to after the ADA was implemented. Turns out employers started to view disabled employees as a higher-risk compared to non-disabled employees so they simply avoided hiring them. The end result was that disabled people were made worse off. One good example of a well intended law with unintended consequences.
I am responsible for interviews and some hiring at the company I work for in middle TN. We use a temp service to staff us but we get the final say. If I sense they are the woke type I will give my boss the signal and he knows this is a hard no. If the temp agency asks why they didn't get the job we simply say we felt they were not a good fit end of story.
Some variant of "Is there anything else you'd like to tell us about yourself?" can be a gold mine. People can tell you about stuff that pertains to the job, but doesn't fit in the legally defined boxes you are allowed to ask about, or they can shoot themselves in the foot. We tended not to hire very many of the people that stayed silent for that question.
Happens all the time