You’re a hiring manager or a third-party search firm and pride yourself on being ethical and certainly on following the law. But what about the more subtle ways you may be engaging in, or forced to respond to, discriminatory hiring practices? It’s more common than you imagine.
In the last year, how many times has someone handed you a directive that identifies a group of ideal candidates based in part on age, sex, race, or national origin? How many times has your client responded to a candidate’s interview with comments on these categories? Before you answer none, think about all the guises in which discrimination can appear.
If you’re a third-party search firm, has your hiring manager ever told you that the candidate is too set in his ways
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