I have noticed that applications on job boards I once considered “professional” now include a demand to know your graduation date [ageism], a demand to know your preferred pronoun [he/him, she/her or they/them], a demand to know if you have a disability, despite Hippa privacy laws that protect your medical information, and a demand to know if your employer will have to make any special accommodations if they hire you [deferential treatment].
In every way, they appear to be, as Dr. Seuss would say: “Picking a PECK of SNIDE, in a dark and gloomy snide bush almost nine miles wide.” Why are they so afraid of family values: mother, father, son and daughter? Why do they think they need to social engineer a world where hermaphrodites are the norm?
Channeling the wit of Dorothy Parker, I have decided to omit my graduation date from all applications, because they shouldn’t be asking for it; as for my preferred pronoun, I have been sorely tempted to use the ambiguous “they” and the nickname Legion. However, as a former English teacher, the term looks like an invitation to hire people with multiple personality disorders; I am frankly not certain what they are trying to achieve with “them/they/theirs” as an option. Worse yet, with the red * you do not have a option to refrain from answering. That seems to infringe on my right to privacy, much as asking for my health history via a “vaccination record” violates HIPPA.
In the end, it is best to be honest not PC, So I respond: Yes, I am a woman, and I use the terms related to being one: “she/her/hers.”
In reality, a person’s gender should have absolutely nothing to do with a work offer. I don’t need to know your sexual proclivities, and you are certainly not “entitled” to know mine...or my hobbies, my photo, my age, my religion, my voting record, or the reasoning behind why I chose to keep my own last name when I married. Only in 2021 would a work application have gender selection hyper-sensitivity, while at the same time saying it’s non-discriminatory!
It would behoove all employers to do the obvious in 2021:
#1. DON’T text message applicants unless they agree to be texted and do not text them in the evening or on a weekend unless they have agreed to off-hour meetings. You give the impression that your future employee will be required to be accessible to you 24-7 and he/she will have no family life. That’s not a good first impression.
#2. DO write a job description that is focused on skills not gender. Avoid rambling 10-paragraph descriptions. Don’t make applicants take ridiculous personality tests and skills tests on Indeed. Time is money for you and them. If you cannot make a decision based upon an online portfolio of work and references, you should not be in a hiring position.
#3. DON’T write a job description that requires 20 years of experience and vast knowledge of software and is labeled “entry level.” Don’t humilate yourself and look like a cheapskate.
#4. DON’T send a form letter with no signature. If you are this impersonal during hiring, what will you be like as an employer? Your indifference makes you look like a corporate prick.
#5. DON’T get caught up in gender identity politics or it will surely lead to a diversity/inclusivity lawsuit.
#6. DON’T demand a photo; you could be charged with cherry-picking by age, sex and gender.
#7. DO take your old ads off job boards; leaving them on makes your company look like they are a swinging door that cannot hold on to employees and has to constantly put a warm body in to replace someone who has angrily left after 2 months.
#8. DO call at the agreed upon time, not late. Set 30 minutes aside and don’t take incoming calls at the same time. Have someone else answer your phone or go into VM. Respect your future employee’s time as much as you do your own. Anticipate that your potential employee is working FT and this may be your only opportunity to talk to him or her. If you have to constantly reschedule a simple phone call, you are too busy to be in HR.
#9. DON’T call potential employees 3+ months after they have sent in their resume tailored to your job offering and expect them to yet be available. Your exhaustive hiring policy may work for you, but it is losing you top talent. Nobody of quality waits around that long.
#10. DO post your salary range online; there is no point in hiding your budget and collecting quality applicants who are surprised by your minimum wage job. If you are not forthright about your salary range now, what will it be like when it’s time for a raise? Will you be equally as evasive? That’s what I would be thinking!
#11. Check your ratings online employers; if your past employees are leaving negative reviews about corporate, it doesn’t matter who you have in HR, you will always get slim pickings. The days of one-sided hiring are over. Employees can work with anyone anywhere in the world. If you only see profit going one way up the ladder to the CEO and VP, you do not deserve to be successful. Your employees can make or break you.
The New World Order trend in 2022 will be to divorce the hiring practice from the personal touch, allowing robotic “analytics” to pick employees. But then, the code used will mean everything, won’t it? Who is going to choose which values matter most and least? And what if the “values” used are completely antithetical to anything MORAL?