Comment by tokioyoyo
3 days ago
When I'm interviewing, I'm putting about 30% of the weight towards "would I enjoy working with this person on a daily basis?", but in the context of technical discussions. Standardized testing won't be able to replicate it.
you're not allowed to discriminate
Discriminate against... a personality that will negatively impact the team dynamics? It's not that easy, to be honest, as every team has its own requirements.
A stereotypical Asian interviewing a stereotypical German might find the German rude in some interactions. While another German interviewer would find it being frank.
Interviews based on personal feelings have hidden biases not even the interviewer is aware of.
1 reply →
would you be able to document this negative fit in an impartial way when rejecting a protected class?
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Is that discrimination? Somebody can en an annoying prick regardless of their background.
If the candidate is a protected class and they are rejected for "cultural fit" it will be an easy case for EEOC to raise a discrimination case.
This is effectively how Harvard was rejecting Asian applicants. They created a "personal fit" / cultural fit quality that Asians scored low on . Supreme Court found this to be discrimination.
It doesn't matter if you are truly discriminating, it matters how well you have tangible evidence of the employee not meeting the qualifications for the role.