https://www.dailywire.com/news/netflix-slammed-for-actively-recruiting-black-women-then-laying-them-off-months-later?%3Futm_source=twitter&utm_medium=social&utm_campaign=dwtwitter

Quote:

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Netflix thought they'd get accolades for making so many diverse hires. That strategy backfired when the company had to do layoffs months after launching the fan website Tudum. Now the company is facing public outcry that a number of minority employees lost their jobs.

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HR comes at you with this BS, simply ask them: "shouldn't the most qualified candidate get the job?" Stops them in their tracks every time.

Solution: Let the public cry out

nevermind, it was a dialog box prevetning it

Fireman said:

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HR comes at you with this BS, simply ask them: "shouldn't the most qualified candidate get the job?" Stops them in their tracks every time.

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Not at my employer. They make us set the requirements of what we need in the employee. Then from the pool of candidates who meet the requirements, we have to pick the from the under-represented population.

Started to figure out to set requirements such that no one can meet them and then we have the freedom to pick whom we choose. They haven't figured us out yet.

Had teachers tell me that, too.

But, it is white peoples fault, because when they started trying to help and end discrimination, they did not require excellence or proficiency. they went the "we will make it easier route" . If they had not, POC's would have caught up and been better off than those who obtained dipolma, degree or job on excuses.

Fireman said:

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HR comes at you with this BS, simply ask them: "shouldn't the most qualified candidate get the job?" Stops them in their tracks every time.

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Maybe 20 years ago. Most HR departments are quite clear that minority status of a candidate should be the first thing you consider. It is not taboo anymore to openly say make a decision based on race, not capability.

Word of advice: don't ever joke to HR that you prefer to hire white males because if they suck, you can just fire them immediately- no questions asked.

Fireman said:

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HR comes at you with this BS, simply ask them: "shouldn't the most qualified candidate get the job?" Stops them in their tracks every time.

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No it doesn't

wbt5845 said:

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Fireman said:

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HR comes at you with this BS, simply ask them: "shouldn't the most qualified candidate get the job?" Stops them in their tracks every time.

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Not at my employer. They make us set the requirements of what we need in the employee. Then from the pool of candidates who meet the requirements, we have to pick the from the under-represented population.

Started to figure out to set requirements such that no one can meet them and then we have the freedom to pick whom we choose. They haven't figured us out yet.

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Makes sense why most online job posting list extreme requirements for the level of the position.

Maybe if they would have hired the best, rather than just the best POC, they could have succeeded, especially for a culture website. Leave out representation from the largest culture in the country and your website fails.

What this situation highlights is that when companies are profitable, they can afford to hire a lot of deadweight so they look good on paper.

But when they're not profitable, they need to get back to focusing on the business. The diversity, inclusion and equity, programs go out the window.

My dept VP in my first job post college (early 2000s) refused to hire African Americans because he didn't want to have to deal with the discrimination lawsuits if/when they were fired for not doing their jobs. He actually *****ed out managers that brought African Americans candidates for him to approve.

Also, behavioral interview questions, on of the worst things HR has ever come up with.

wbt5845 said:

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Fireman said:

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HR comes at you with this BS, simply ask them: "shouldn't the most qualified candidate get the job?" Stops them in their tracks every time.

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Not at my employer. They make us set the requirements of what we need in the employee. Then from the pool of candidates who meet the requirements, we have to pick the from the under-represented population.

Started to figure out to set requirements such that no one can meet them and then we have the freedom to pick whom we choose. They haven't figured us out yet.

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My fortune 500 employer is doing another round of job architecture. Job descriptions are now no more than 5 bullet points. We can no longer say if a degree is required because of DEI.

At the same time, the hiring manager can have their own personal set of job requirements when screening resumes, they just can't be published.

This opens up the resume pool x100 and means more work for the hiring managers.

aggrad02 said:

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wbt5845 said:

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Fireman said:

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HR comes at you with this BS, simply ask them: "shouldn't the most qualified candidate get the job?" Stops them in their tracks every time.

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Not at my employer. They make us set the requirements of what we need in the employee. Then from the pool of candidates who meet the requirements, we have to pick the from the under-represented population.

Started to figure out to set requirements such that no one can meet them and then we have the freedom to pick whom we choose. They haven't figured us out yet.

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Makes sense why most online job posting list extreme requirements for the level of the position.

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Job title: Entry level data entry clerk
Experience required: 10-15 years
Education: doctorate in computer programming
Pay: $9.00/hrs
Benefits: eligible after 23 years in position

Bird Poo said:

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wbt5845 said:

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Fireman said:

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HR comes at you with this BS, simply ask them: "shouldn't the most qualified candidate get the job?" Stops them in their tracks every time.

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Not at my employer. They make us set the requirements of what we need in the employee. Then from the pool of candidates who meet the requirements, we have to pick the from the under-represented population.

Started to figure out to set requirements such that no one can meet them and then we have the freedom to pick whom we choose. They haven't figured us out yet.

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My fortune 500 employer is doing another round of job architecture. Job descriptions are now no more than 5 bullet points. We can no longer say if a degree is required because of DEI.

At the same time, the hiring manager can have their own personal set of job requirements when screening resumes, they just can't be published.

This opens up the resume pool x100 and means more work for the hiring managers.

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Lol. Wife's company is doing the same thing. To the point that they are removing high school diploma as a requirement for the lowest end jobs. Basically, going to school is pointless for many companies now. On one hand, university is becoming pointless aside from non-STEM degrees, but OTOH you are going to get a bunch of crap people sourced for the hiring manager to review.

It's absolutely destroying turn times on getting people hired and by the time you find someone that might actually be qualified they've already been hired elsewhere.

Incredible, isn't it.

chjoak said:

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My dept VP in my first job post college (early 2000s) refused to hire African Americans because he didn't want to have to deal with the discrimination lawsuits if/when they were fired for not doing their jobs. He actually *****ed out managers that brought African Americans candidates for him to approve.

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I had an old boss that was riding with me and flipped his lid one day when he found out the company had hired a black female (with zero input from him) for his second largest territory located in Southern California. The previous rep was an all star and built it up before being promoted. He knew he wouldn't be able to fire her if she didn't perform without an extensive paper trail. He grew up beyond dirt poor in India and immigrated to the U.S. for college. This dude knew what real struggle looked like...luckily for him he was brilliant and was able to climb out of the hole he was born in. He didn't suffer excuses lightly. His fears became true because she was still there when I left and that #2 territory had fallen to the bottom of the pack with some random territories in New Mexico, Idaho, etc.

wbt5845 said:

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Fireman said:

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HR comes at you with this BS, simply ask them: "shouldn't the most qualified candidate get the job?" Stops them in their tracks every time.

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Not at my employer. They make us set the requirements of what we need in the employee. Then from the pool of candidates who meet the requirements, we have to pick the from the under-represented population.

Started to figure out to set requirements such that no one can meet them and then we have the freedom to pick whom we choose. They haven't figured us out yet.

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Simply make them not your employer anymore.

Icecream_Ag said:

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aggrad02 said:

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wbt5845 said:

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Fireman said:

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HR comes at you with this BS, simply ask them: "shouldn't the most qualified candidate get the job?" Stops them in their tracks every time.

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Not at my employer. They make us set the requirements of what we need in the employee. Then from the pool of candidates who meet the requirements, we have to pick the from the under-represented population.

Started to figure out to set requirements such that no one can meet them and then we have the freedom to pick whom we choose. They haven't figured us out yet.

---

Makes sense why most online job posting list extreme requirements for the level of the position.

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Job title: Entry level data entry clerk
Experience required: 10-15 years
Education: doctorate in computer programming
Pay: $9.00/hrs
Benefits: eligible after 23 years in position

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So true...
When I was job hunting, I saw a lot like this.
Even saw 1 wanting a M.S. Arch. With PMP cert. Etc and pay was 13/hr

YouBet said:

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Bird Poo said:

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wbt5845 said:

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Fireman said:

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HR comes at you with this BS, simply ask them: "shouldn't the most qualified candidate get the job?" Stops them in their tracks every time.

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Not at my employer. They make us set the requirements of what we need in the employee. Then from the pool of candidates who meet the requirements, we have to pick the from the under-represented population.

Started to figure out to set requirements such that no one can meet them and then we have the freedom to pick whom we choose. They haven't figured us out yet.

---

My fortune 500 employer is doing another round of job architecture. Job descriptions are now no more than 5 bullet points. We can no longer say if a degree is required because of DEI.

At the same time, the hiring manager can have their own personal set of job requirements when screening resumes, they just can't be published.

This opens up the resume pool x100 and means more work for the hiring managers.

---

Lol. Wife's company is doing the same thing. To the point that they are removing high school diploma as a requirement for the lowest end jobs. Basically, going to school is pointless for many companies now. On one hand, university is becoming pointless aside from non-STEM degrees, but OTOH you are going to get a bunch of crap people sourced for the hiring manager to review.

It's absolutely destroying turn times on getting people hired and by the time you find someone that might actually be qualified they've already been hired elsewhere.

Incredible, isn't it.

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It's crazy. Our HR is so worthless we just find candidates on our own and ended up hiring all of them that way. Word of mouth is more effective than a 50 member HR team.

Scruffy said:

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Icecream_Ag said:

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aggrad02 said:

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wbt5845 said:

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Fireman said:

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HR comes at you with this BS, simply ask them: "shouldn't the most qualified candidate get the job?" Stops them in their tracks every time.

---

Not at my employer. They make us set the requirements of what we need in the employee. Then from the pool of candidates who meet the requirements, we have to pick the from the under-represented population.

Started to figure out to set requirements such that no one can meet them and then we have the freedom to pick whom we choose. They haven't figured us out yet.

---

Makes sense why most online job posting list extreme requirements for the level of the position.

---

Job title: Entry level data entry clerk
Experience required: 10-15 years
Education: doctorate in computer programming
Pay: $9.00/hrs
Benefits: eligible after 23 years in position

---

So true...
When I was job hunting, I saw a lot like this.
Even saw 1 wanting a M.S. Arch. With PMP cert. Etc and pay was 13/hr

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Marcus Brutus said:

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https://www.dailywire.com/news/netflix-slammed-for-actively-recruiting-black-women-then-laying-them-off-months-later?%3Futm_source=twitter&utm_medium=social&utm_campaign=dwtwitter

Quote:

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Netflix thought they'd get accolades for making so many diverse hires. That strategy backfired when the company had to do layoffs months after launching the fan website Tudum. Now the company is facing public outcry that a number of minority employees lost their jobs.

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"Only fire the white people!"

Not. Racist.

Exactly

aggrad02 said:

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wbt5845 said:

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Fireman said:

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HR comes at you with this BS, simply ask them: "shouldn't the most qualified candidate get the job?" Stops them in their tracks every time.

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Not at my employer. They make us set the requirements of what we need in the employee. Then from the pool of candidates who meet the requirements, we have to pick the from the under-represented population.

Started to figure out to set requirements such that no one can meet them and then we have the freedom to pick whom we choose. They haven't figured us out yet.

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Makes sense why most online job posting list extreme requirements for the level of the position.

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The requirements for the job are so extreme now, that the only person qualified for a job posting is the person currently doing that job.

To the OP, my brother is in pharma sales. They hired a black female in back office to support his territory. Said dumbass female sent an email to one of his doctor's offices personally disparaging the main doctor of the clinic over market share they were getting. Naturally, the doctor fired back that my brother's time and resources were no longer necessary there. This was a several million per year account....poof...gone...overnight.

My brother raised hell about it and was told on the side by his boss that he was SOL. Nothing they can do about it.

My BIL, who is highly qualified with several years at his company, was passed over for a promotion that was given to a black female who literally has never worked in the industry nor even remotely has transferable experience. Pretty much stalled his career.

People have always been screwed over in corporate for a variety of unfair reasons (myself included), but to now have scenarios where there is literally zero accountability for DEI hires who get free reign to cause havoc and financial carnage is just insane.

Marcus Brutus said:

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aggrad02 said:

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wbt5845 said:

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Fireman said:

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HR comes at you with this BS, simply ask them: "shouldn't the most qualified candidate get the job?" Stops them in their tracks every time.

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Not at my employer. They make us set the requirements of what we need in the employee. Then from the pool of candidates who meet the requirements, we have to pick the from the under-represented population.

Started to figure out to set requirements such that no one can meet them and then we have the freedom to pick whom we choose. They haven't figured us out yet.

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Makes sense why most online job posting list extreme requirements for the level of the position.

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The requirements for the job are so extreme now, that the only person qualified for a job posting is the person currently doing that job.

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When I left my Telco job as a senior analyst, the job postings for it stated that an apllicant needed at least a bachelor's degree, masters preferred. I never graduated college, and I wrote all of the tech manuals and built all of the tools to make it easier. And...they hired four people to replace me, alone. LOL

And I'm just a dumb MexiHonky.

Quote:

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HR comes at you with this BS, simply ask them: "shouldn't the most qualified candidate get the job?" Stops them in their tracks every time.

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Unless you have contracts where they want you to be "diverse".

Quote:

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It is the policy of the State of Texas and the A&M System to encourage the use of Historically Underutilized Businesses (HUBs) in our prime contracts, subcontractors and our purchasing transactions. The goal of the HUB program is to promote equal access and equal opportunity in A&M System contracting and purchasing. Subcontracting opportunities are anticipated for this Request for Competitive Sealed Proposals (RFCSP) and therefore a HUB Subcontracting Plan (HSP) is required. Link

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[url=https://assets.system.tamus.edu/files/budgets-acct/pdf/HUB_Solicitations/02-3213_CSP.pdf#:~:text=1.3%20It%20is%20the%20policy%20of%20the%20State,equal%20opportunity%20in%20A%26M%20System%20contracting%20and%20purchasing.][/url]

For years cowardly HR departments have made it much much more difficult to fire underperforming employees when they are part of a protected class.

It's almost impossible if the individual knows how to play the HR grievance game, and immediately or preemptively starts with making accusations of discrimination.


Of course, what policy makers and other leaders often fail to understand is that this actually HURTS all candidates from such a group of people. The good, experienced hiring managers will often ensure every "tie" or close goes to other non-protected candidates because the manager retains the easy ability to manage them including firing them if they so choose.

Netflix is famous for being pretty cutthroat about firing low performers. They are upfront about it and everybody there knows what they are getting into. They pay very well and have fantastic severance packages.

Bird Poo said:

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wbt5845 said:

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Fireman said:

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HR comes at you with this BS, simply ask them: "shouldn't the most qualified candidate get the job?" Stops them in their tracks every time.

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Not at my employer. They make us set the requirements of what we need in the employee. Then from the pool of candidates who meet the requirements, we have to pick the from the under-represented population.

Started to figure out to set requirements such that no one can meet them and then we have the freedom to pick whom we choose. They haven't figured us out yet.

---

My fortune 500 employer is doing another round of job architecture. Job descriptions are now no more than 5 bullet points. We can no longer say if a degree is required because of DEI.

At the same time, the hiring manager can have their own personal set of job requirements when screening resumes, they just can't be published.

This opens up the resume pool x100 and means more work for the hiring managers.

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Wait until you hire in India. The resume pool is 1000x
And resume screeners are even more useless than their American counterparts.

Was he right?

oh no said:

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Word of advice: don't ever joke to HR that you prefer to hire white males because if they suck, you can just fire them immediately- no questions asked.

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Don't talk to HR at all unless you have to. They'll fire you to tie up any loose ends and sleep peacefully in their beds while you figure out how to feed your family.

But yes, definitely don't joke with them about anything.

HR protects the company, not the employees.