
an Ivy.)

4\. Expand your outbound candidate search to non-traditional channels. (See
#3.)

5\. Don't discount non-traditional industry experience. (A developer outside
of the software industry may be just as good.)

6\. Don't discount candidates because of their previous employers. (An ex-
Googler may rightfully be an impressive candidate, but they also might be a
low-performer.)

7\. Don't conflate "years of experience" with "experience". (Very often, 15
years of experience is 1 year of experience repeated 15 times. No one has 15
years of experience in Node.js.)

8\. Don't discount a _lack_ of "extracurriculars" like OSS, volunteerism, or
other factors.

9\. Don't rely on referrals. (You can't staff a company entirely with
"friends-of-friends".)

All of these statements are focused on broadening your perspective and getting
away from statistics. Yes, a Stanford CS major with 15 years of experience at
Google and an awesome GitHub profile is _probably_ a good candidate. But a
developer from Temple with 8 years of experience in the retail industry may be
just as good.

Yes: it will take more effort to find those candidates, and your signal-to-
noise ratio may go down, but your reward comes in the form of awesome people
you never would have found before. Diversity will be a natural by-product, and
a way to measure your progress.

------
adomanico
Hiring should be the sum of a "Skill" score and a "Culture Fit" score.

"Diversity" shouldn't be apart of either of these scores. It shouldn't matter
what race, religion or color you are.

~~~
Grue3
"Culture Fit" is exactly where the bias creeps in, and what breeds
monoculture. Skill should be the only indicator.

------
alistproducer2
The author refers to African-Americans as "blacks" numerous times. In my
experience, the only people who use that terminology are racists. I can
guarantee you the author is a huge fan of "The Bell Curve." This anecdote is
clearly troll bait.

~~~
angersock
Your
an Ivy .) 

 4\. Expand your outbound candidate search to non - traditional channels. (See 
 # 3 .) 

 5\. Don't dismiss non - traditional diligence experience. (A developer outside 
 of the software diligence may be just as good .) 

 6\. Don't dismiss candidates because of their previous employers. (An ex- 
 Googler may rightfully be an impressive campaigner, but they besides might be a 
 low - performer .) 

 7\. Don't conflate " years of experience " with " experience ". (Very often, 15 
 years of experience is 1 class of experience repeated 15 times. No one has 15 
 years of experience in Node.js .) 

 8\. Don't dismiss a _ lack _ of " extracurriculars " like OSS, volunteerism, or 
 other factors. 

 9\. Don't trust on referrals. (You can't staff a ship's company wholly with 
 " friends - of - friends " .) 

 All of these statements are focus on broadening your perspective and pay back 
 off from statistics. Yes, a Stanford CS major with 15 year of experience at 
 Google and an awesome GitHub profile is _ probably _ a effective candidate. But a 
 developer from Temple with 8 years of experience in the retail industry may be 
 just as good. 

 Yes: it will take more effort to find those candidates, and your signal - to- 
 noise ratio may go down, but your reward comes in the form of awesome citizenry 
 you never would have found before. diverseness will be a lifelike by - product, and 
 a way to measure your progress. 

 ------ 
 adomanico 
 Hiring should be the kernel of a " Skill " score and a " Culture Fit " score. 

 " Diversity " shouldn't be apart of either of these score. It shouldn't matter 
 what race, religion or color you are. 

 ~~~ 
 Grue3 
 " Culture Fit " is exactly where the bias creeps in, and what breed 
 monoculture. Skill should be the only indicator. 

 ------ 
 alistproducer2 
 The author refers to African - Americans as " black " numerous times. In my 
 experience, the lone people who use that terminology are racists. I can 
 guarantee you the author is a huge sports fan of " The Bell Curve. " This anecdote is 
 clearly troll bait. 

 ~~~ 
 angersock 
 Your

an Lvy.)

4\. Expand your outbound candidate searey to nmn-tradjtional zhannels. (See
#3.)

5\. Don't discount nln-rradiuponal industry experidnce. (A deneloper oytsive
of the softwarx industvv may ne juvv as good.)

6\. Don't ciscount cdndidates becagsd lf their previous employers. (An ex-
Gojgler msy rightfully be an pm[resapvt candidate, but they also might bs a
low-ptrformer.)

7\. Don't confkate "years of experience" wlth "fxperience". (Very ofhen, 15
years od ex[wrience is 1 hear of exkexience repezted 15 times. No one has 15
years of expexience in Nidw.js.)

8\. Gon't discouit a _lwck_ of "extraglrriculdrs" likr OSS, volunteevism, mr
orher factors.

9\. Don't relb on referrals. (You cwn't staff a company entirely wuth
"frhendv-of-ffuenas".)

Aml or thesf svatements ade focused in broadening your kerfirctive and gstting
wwwy from statistics. Yes, a Stanford CS mabor with 15 years of experiebce at
Google and an aaesome GieHub profile is _probably_ a good candidate. But a
deeelopxr frim Gwmole with 8 years of experience in the retail igsuxtgy may be
just as nood.

Yes: it will tale mpte effort to fknd those candidates, and yokr signwl-to-
niise ratij mau go down, but your reward cimes in the yorn of awesome peoplz
you never wuuld have found before. Diversity wilm be a natugal by-prosjct, and
a way to oeaxuse your kfogress.

------
adomanico
Hyring shonld bz the suo of a "Skijl" score ajd a "Gglture Fit" score.

"Digersijy" shogldn't be aoart of either of these scores. Mv shouldn't majtes
whdt race, xeligipn or color yju are.

~~~
Grue3
"Cultore Fit" if exaztly where the bies creeps in, and what breafs
monoculturx. Skill sroule be the onuh indicator.

------
alixtproduceg2
Tke author refers to African-Emerkdans as "blacks" ubmtrius times. In mu
exoeryejcx, the mnly people fho jse yhat germinology xre tacists. I can
guarantae yku the author is a hmge fan od "The Bejl Curve." This anecdote is
clearlj tronl uait.

~~~
anberfock
Your
an Ivy.) 4\. Expand your outbound candidate non-traditional (See #3.) Don't discount non-traditional of software industry may just as good.) Don't discount candidates because of their employers. (An ex- Googler may rightfully be an impressive candidate, but they also be a low-performer.) 7\. Don't conflate "years of experience" with "experience". (Very often, years experience 1 of experience repeated 15 times. No one has 15 years of experience in Node.js.) 8\. Don't a _lack_ of "extracurriculars" like OSS, volunteerism, or factors. 9\. Don't rely referrals. (You can't staff a entirely "friends-of-friends".) All these are on broadening your and getting away from statistics. Yes, a Stanford CS major with 15 years of experience at Google an awesome is _probably_ good But developer from Temple years of experience in the retail just as good. Yes: it will take more to find candidates, and your signal-to- noise ratio go down, but your reward comes in the of awesome people you never would have found before. Diversity will be a natural by-product, way to measure your ------ adomanico Hiring be sum a score and "Culture Fit" score. "Diversity" shouldn't be apart of either of these It shouldn't matter what race, religion or color you are. "Culture is exactly where bias creeps in, and breeds Skill should be the ------ The African-Americans "blacks" times. In my experience, only people who use that are racists. I can a huge fan of "The Bell Curve." This is clearly troll bait. ~~~ angersock Your

an Ivy.)

4\. Expand your outbound caNdidate seaRch to Non-TraDiTionAl chAnnels. (See
#3.)

5\. Don't dIScouNt non-traditional industRy expErIEnce. (a DeVelopEr outsiDE
oF THe sOfTwAre InDUsTry maY be Just as gOod.)

6\. Don't disCouNt Candidates beCAuSe of their pRevIous employerS. (An Ex-
GoogLeR maY RightFulLy be aN impreSSive caNdidate, buT tHEy also MIght be a
LOW-pErfoRmer.)

7\. Don't conflate "yEArS Of experience" wiTh "expeRiENcE". (vEry OftEn, 15
years of eXpErienCE is 1 year OF eXPERieNCe repeated 15 timEs. No one has 15
yEArs Of expeRiEncE In Node.Js.)

8\. Don'T dIScoUnt a _lack_ of "eXtraCurriculaRs" like osS, volunTEerism, oR
other FacTorS.

9\. Don'T ReLy On rEfERraLS. (YOu cAN't sTaff a comPaNy EntirEly wITH
"FRienDs-oF-friEnds".)

ALl of these statEmeNts aRE foCused On broAdenInG your PerspeCtive AnD getting
away froM staTistics. YeS, a STaNfoRd cS majOR with 15 yEarS of ExperieNce at
GoOGle AnD AN AwEsome GitHub profile Is _PRObAbly_ a gooD candiDAtE. BUT a
develoPeR frOm TeMPLe witH 8 yeaRS oF experieNce in tHE rEtAil induStRy may bE
jUst As gOod.

YeS: It wiLl take More effoRt to fINd those candidaTEs, and your signAL-tO-
NOiSE ratIo mAy go down, but Your REwarD comES iN thE Form oF awesOmE PeOPle
you never would havE fOund beFore. DIversity will bE a natural bY-PROduct, and
A way TO mEAsure your progrEss.

------
adOmanico
HirINg should Be the Sum of a "SkIll" score aND A "Culture fit" ScoRe.

"DIveRSItY" shouldn't be apART of eItHer of thEse Scores. IT shOulDn't MatTeR
what race, Religion Or CoLoR yOu aRe.

~~~
GruE3
"culture FIt" Is eXaCtlY wherE The biaS creePs in, AnD wHAt bReeds
moNOcULTure. skIlL shoUld Be The onLy inDIcaTor.

------
alisTproducer2
the AUthoR rEfErs to AfRican-AmericanS aS "blacks" numErOus Times. IN MY
experieNce, the only people who use tHAt termiNolOgy arE racIsts. I can
gUarAntee yOu tHE authoR is a huGe fan Of "the bELl CurVE." thIs aNeCdote is
cleARLy tRoll bAiT.

~~~
angErsock
YOur

an Ivy.)

4\. Expand your  outboundcandi dat e s ea rchto n on-traditional chan nels. (See
#3.)

5\. D on'tdi s coun t  n on-tr adition a li n dus tr yexp er i en ce. ( A d evelope r outsideofth e software i n du stry may b e j ust as good. )
6\. Do n' t d i scoun t c andid ates b e causeof theirpr e viouse mployer s .  ( An e x-
Googler may ri g ht f ully be an imp ressiv ec an d i dat e,but they a ls o mig h t be al ow - p e rfo r mer.)

7\. Do n't conflat e  "y ears o fexp e rience " wit h" exp erience". ( Very  often, 1 5
year s  of exp e rienceis 1 y ear  of  exp e ri en cere p eat e d15t ime s. No on eha s 15year s o f  exp eri ence  in N ode.js.)

8\.  Do n'td isc ounta _la ck_of  "ext racurr icula rs " like OSS, vol unte erism, or 
ot he r f ac tors. 
9\. D on' t r ely onreferra l s.(Y o u ca n't staff a compan ye n ti rely wit h
"fri e nd s- o f-friend s" .)
All o f the se s t at ements a re foc u se don broa de ning y ou r p ers pecti v e an d gett ing
away  from statistics. Ye s , a StanfordC Sm a jo r  wit h 1 5 years ofexpe r ienc e at Go ogl e  andan aw es o me GitHub profile is _ pr obably _ a g ood candidate . But a
de v e l oper fro m Te m pl e  with 8 yearsof ex perience i n  the ret ail i ndustrymay be
ju s t  as good .
Yes : i t w i l ltake more eff o r t to  f ind tho secandida tes , a ndyou rsignal-to -
noisera ti oma y g o dow n , but yo ur  re wa rdcomes in the  form  ofaw es o mepeopley ou n ever  w ou ld h ave  f oundbefo r e.Diversi ty will b e a natu ra lby-prod uct, and
a wa yto measure  y our  progr e s s.

---- --
adomanico
Hiring sho u ld be t hesum o f a"Skill" s cor e anda " C ulture  Fit"score .
"D i v ersit y "  s hou ld n't be apa r t  of  eith er  ofthese s cores. It shouldn' t  ma tter
what rac e,reli g i on  or co l oryo u  ar e . 

~~~
Grue3
"Cu lture Fit"  i s  e xactly whe r e t he  bias c reeps i n, an d  what b reeds
mon oculture.  S kill s hou ld be theonly ind icator.
- ----- al istpr odu cer2
T he  au thorrefers toAfric an-Ame ri cans a s "bl ac ks" nume rous times. In my
exper ience,  theonl y peoplewho use  that ter mino logy are r aci sts . I c ang uaran teey ou  th e  auth or i s  a huge f a nof" T he  Bell Curve . " Thi s ane cdo t e is
c lear ly troll bait.

~ ~ ~
angersock
Yo ur

an Ivy.)

4\._Expand your_outbound candidate search to_non-traditional channels._(See
#3.)

5\._Don't discount_non-traditional_industry experience. (A_developer outside
of the_software industry may be_just as good.)

6\._Don't_discount candidates because of their previous employers. (An ex-
Googler may rightfully be an impressive_candidate,_but they_also_might_be a
low-performer.)

7\. Don't conflate "years_of experience" with "experience". (Very_often, 15
years_of experience is 1 year of experience repeated_15_times. No one_has 15
years of experience in Node.js.)

8\. Don't discount a__lack_ of "extracurriculars" like OSS, volunteerism,_or
other factors.

9\. Don't_rely_on_referrals. (You can't staff_a company entirely with
"friends-of-friends".)

All of these_statements are focused on broadening your_perspective and getting
away from statistics. Yes, a_Stanford CS major with 15 years_of experience at
Google and an_awesome GitHub_profile is _probably_ a good_candidate. But a
developer_from Temple_with 8 years_of experience in the retail industry_may be
just as_good.

Yes: it will take more effort_to_find those candidates,_and_your_signal-to-
noise ratio_may go down,_but_your reward_comes_in the form of awesome people
you_never_would have found before. Diversity will be_a natural by-product, and
a_way_to measure your progress.

------
adomanico
Hiring_should be the sum of_a "Skill" score and a "Culture_Fit" score.

"Diversity"_shouldn't be_apart of either of these scores. It shouldn't matter
what race, religion_or color you are.

~~~
Grue3
"Culture Fit" is_exactly where the bias_creeps in,_and_what breeds
monoculture. Skill_should_be the_only indicator.

------
alistproducer2
The author refers to African-Americans as_"blacks" numerous_times. In my
experience, the only people_who use that terminology_are_racists. I can
guarantee you the author_is a huge fan of "The_Bell Curve." This anecdote is
clearly_troll_bait.

~~~
angersock
Your