[OC] My partner’s 2 months job hunt as a Product Manager (UK, 4 years xp)Submitted by fryd_rice_all_rise t3_123m7q0 in dataisbeautiful
Lonely-Description85 t1_jdxcrvo wrote
Reply to comment by Exatex in [OC] My partner’s 2 months job hunt as a Product Manager (UK, 4 years xp) by fryd_rice_all_rise
Define "creeps".
threeangelo t1_jdxrl91 wrote
Someone with no people skills / respect for boundaries
Lonely-Description85 t1_jdy0ium wrote
I find people interpretation of others people skills to be very subjective and often unfair. I probably wouldn't belong in your company as I have been told I'm "intense."
Exatex t1_jdz4f4i wrote
In 80% of cases, developers being very condescending towards our (female) recruiter.
Lonely-Description85 t1_je025y3 wrote
Fair enough.
Critical-Network-247 t1_je2eeg7 wrote
What about the 20% of cases? How have you/your company factored in bias when deciding who's a creep?
Exatex t1_je3xzj5 wrote
answered to the question somewhere else what the rest is.
You can only combat bias in a proper way by trying being aware of it. That being said, we are working close together and especially in smaller companies, all team members tend to have one trait/character/interest that unites them, which is ok and important for a culture. If you are aware of biases, it is also okay to have a subjective opinion about someone and also let that be a factor that counts in the decision, again, as long as you are aware of your own biases. I think we are a pretty colorful bunch as a result, maybe sometimes even a bit much. For most startups, it is rather good if at the very beginning, the first founders and hires are very alike. That forms the culture in which you can start being more diverse.
I read a loooot of (meta) research about team diversity as there is lots of contradicting studies. It’s important to focus rather on a task related team composition rather than individual attributes.
MeyhamM2 t1_jdyg99h wrote
As experienced by my boyfriend who is a PhD student in a science field: do they give the women in your department the heebiejeebies? How do they talk to women and interact with them? If anything seems amiss about respect or boundaries: dump them. His department had a sexual harasser in the past and they were taking the “twice shy” approach after that.
Lonely-Description85 t1_jdyje64 wrote
Good thing there aren't more Ted Bundy's out there. People's interpretation of others can be so wrong. They didn't catch it the first time but NOW you can trust the women's "instincts" about someone? When you have women out there that consider mustaches "rapey" , I think maybe you need to just incorporate some social behavior hypotheticals into your interview questionnaire.
Critical-Network-247 t1_je2e8sp wrote
It's funny that you're getting downvoted given stuff like https://economictimes.indiatimes.com/jobs/blind-audition-helps-remove-gender-bias-in-recruitment. 'Creeps' is incredibly unprofessional and gives me dating vibes. What does 'creep' in this work context even mean? The way someone looks, talks? Bullshit.
Lonely-Description85 t1_je2n3ke wrote
Exactly. Modern societies idea that women can magically spot the "creeps" is just completely asinine. Like I said in another comment, if a women who thought mustaches were rapey worked at my potential job site and had a say in my hiring, I'd be fucked.
Critical-Network-247 t1_je2np3h wrote
The fucked up thing is that blatant bias & discrimination is so common in interviews that aren't done "blindly". And it impacts women of course eg https://www.theguardian.com/money/2014/aug/12/managers-avoid-hiring-younger-women-maternity-leave.
Some recruiters are young people who don't have a lot of maturity or life experience. Being so immature I don't find it surprising they come up with idiotic reasons to reject someone, especially since many jobs have hundreds of candidates or so.
Lonely-Description85 t1_je2o35i wrote
Depends on the job. Not exactly a 100 nurses lined up outside my hospital....
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