Can’t hire the employee I want

[Anonymous]

Anonymous wrote:I am looking for a mid level employee to join my team. HR couldn’t find anyone internally so we have been looking externally but it has been a big challenge. They found 3 candidates but none have relevant experience and will require significant training to get up to speed, but they each check a DEI box. An internal employee referred a friend who is a white male who I pushed to interview and is extremely qualified for the job. He is my top choice for the job because he is the only candidate with any experience related to this job, and I need someone who can hit the ground running. HR is now telling me I can’t hire this person because they are trying to make the company more inclusive and pretty much that we don’t need more white men.

I am incredibly frustrated because I just want someone who has experience and can do the job well. It’s rare to hire someone at a director level with zero experience just because they check a box. I would happily interview other candidates who are both diverse and have more relevant experience, but they claim they can’t find anyone so I have to pick one of the three.

Are others experiencing this as other companies focus more on DE&I?

To answer your question: make it about the company, deliverables, productivity of all, use of resources, share price, reputation of the good or service, retention, etc.

And start looking for a better job yourself. Unclear who is driving the bus over there but it’s going down.

[Anonymous]

Agreed with "look for a new job." And explain why when you leave. Companies that do this will not be successful in the long term.

[Anonymous]

Anonymous wrote:I would take this up to senior management. I would put in a complaint. It’s simply racist to not hire someone because of their skin color.

This. You need to take it up with senior management.

You also need to start looking for another job.

[Anonymous]

I’d be a DEI candidate and this is just bad policy. The three you’ve found don’t even have the skill set you need, but this other candidate does, and you can’t hire him? This company sucks.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You need to realize that it isn't some coincidence that you want to hire the white guy with a friend at the company who interviews well and seems like he'll "hit the ground running." Recognize that he's likely had a variety of privileges in his life that have led to him having good connections and good interview skills. There is value in bringing someone on who might have a different perspective, even if they need a bit more training at the beginning.

On a practical level, they're telling you that the person you want isn't an option. So, you can either go out and find more options, which will take time, or you can pick your favorite of the three options you have and train them, which will also take time. Seems to me like the latter option is easier, and has a higher likelihood of success.

PP, I’d agree if we were talking entry level or first level manager. This is a Director-level position! C’mon!

This kind of thinking is particularly problematic, and perpetuates the severe underrepresentation of diverse individuals at director/executive levels.

This is over simplistic thinking that uses blatantly illegal, racist hiring practices instead of doing actual recruiting to develop a talented pool of candidates of all backgrounds.

[Anonymous]

Troll

[Anonymous]

I’ve heard this story a few times from white men north of 55 and it’s never strictly true.

[Anonymous]

I call BS. No HR person in a company that size would EVER say what you claim, and they know darn well what an affirmative action plan is and isn't. I'm guessing there is more to the situation and the problem they are managing is likely you. You say the candidates who were DEI were not qualified -- obviously they disagree.

[Anonymous]

Anonymous wrote:

Anonymous wrote:You need to realize that it isn't some coincidence that you want to hire the white guy with a friend at the company who interviews well and seems like he'll "hit the ground running." Recognize that he's likely had a variety of privileges in his life that have led to him having good connections and good interview skills. There is value in bringing someone on who might have a different perspective, even if they need a bit more training at the beginning.

On a practical level, they're telling you that the person you want isn't an option. So, you can either go out and find more options, which will take time, or you can pick your favorite of the three options you have and train them, which will also take time. Seems to me like the latter option is easier, and has a higher likelihood of success.

PP, I’d agree if we were talking entry level or first level manager. This is a Director-level position! C’mon!

Director is mid-level in your company? What are all 3 candidates missing? How is it possible that you cant find a candidate who has experience that actually went through the interview process via HR?

[Anonymous]

Is this in the tech industry by chance?

[Anonymous]

Anonymous wrote:I call BS. No HR person in a company that size would EVER say what you claim, and they know darn well what an affirmative action plan is and isn't. I'm guessing there is more to the situation and the problem they are managing is likely you. You say the candidates who were DEI were not qualified -- obviously they disagree.

I’ve heard similar things being said during layoffs, so I don’t think it’s necessarily a troll to think it’s happening in hiring too.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I call BS. No HR person in a company that size would EVER say what you claim, and they know darn well what an affirmative action plan is and isn't. I'm guessing there is more to the situation and the problem they are managing is likely you. You say the candidates who were DEI were not qualified -- obviously they disagree.

I’ve heard similar things being said during layoffs, so I don’t think it’s necessarily a troll to think it’s happening in hiring too.

This is definitely happening. A highly qualified colleague of mine was recently told he can’t be hired for another internal position because they already have too many white males.

[Anonymous]

Anonymous wrote:I am looking for a mid level employee to join my team. HR couldn’t find anyone internally so we have been looking externally but it has been a big challenge. They found 3 candidates but none have relevant experience and will require significant training to get up to speed, but they each check a DEI box. An internal employee referred a friend who is a white male who I pushed to interview and is extremely qualified for the job. He is my top choice for the job because he is the only candidate with any experience related to this job, and I need someone who can hit the ground running. HR is now telling me I can’t hire this person because they are trying to make the company more inclusive and pretty much that we don’t need more white men.

I am incredibly frustrated because I just want someone who has experience and can do the job well. It’s rare to hire someone at a director level with zero experience just because they check a box. I would happily interview other candidates who are both diverse and have more relevant experience, but they claim they can’t find anyone so I have to pick one of the three.

Are others experiencing this as other companies focus more on DE&I?

You just have to suck it up. The future is unstated racial quotas, and if you make a fuss you are viewed as the kind of person who won’t play ball and will be at risk yourself.

[Anonymous]

Anonymous wrote:I call BS. No HR person in a company that size would EVER say what you claim, and they know darn well what an affirmative action plan is and isn't. I'm guessing there is more to the situation and the problem they are managing is likely you. You say the candidates who were DEI were not qualified -- obviously they disagree.

HR doesn’t give a rats ass if a particular employee performs well or not. Not their problem. They care only about managing lawsuit risk and accomplishing DEI targets.

[Anonymous]

Anonymous wrote:I call BS. No HR person in a company that size would EVER say what you claim, and they know darn well what an affirmative action plan is and isn't. I'm guessing there is more to the situation and the problem they are managing is likely you. You say the candidates who were DEI were not qualified -- obviously they disagree.

I agree with you. Additionally, a PP pointed out that there are likely reasons why you feel more comfortable with the white man who was referred by a friend. I also doubt that these 3 non white male candidates are all entirely unqualified. OP, you say that the role is "mid level" and also "director level," which is it? A person who comes from outside the company, regardless of their previous experience is not going to "hit the ground running" because they need to be caught up to speed on how that company culture operates.

Unfortunately for the 3 diverse candidates, they will not be successful working for you. If they are successful in the role, it will be because they managed to figure it out on their own and with support from other colleagues, and clearly not from their manager who believes that they are not qualified. No matter what OP says about their management style, it is unlikely OP would be able to get over their gut belief that the employee doesn't deserve the role.

The next red flag about OP is that in today's job market, and OP claims this is a large national company - there is no way that there isn't a qualified applicant. Job postings at desirable companies nowadays gets hundred and often thousands of applicants for open roles and there is a glut of talent out there. OP, it seems like you are very narrowly focused on finding a candidate that has the exact experience that either you have, or that you believe is the only way to be successful in the role. Unless we are talking about a super technical role, these candidates can likely do the job, do it well, and bring to the table other experiences and points of view that are absolutely relevant, you just don't know it yet. If you remain closed off to a more expansive view of career paths and progression, it will likely make you a much better manager.