
a buxom under qualified blonde a second interview because "we don't have any
hot chicks in this office."

~~~
pessimizer
Are you honestly going to try to tell me that you get a lot of homeless
applicants? If I get a homeless applicant, they're getting an interview.

~~~
acctjustforyou
If I get an applicant who cannot or will not understand what a thought
experiment is, they're not getting an interview - I don't care what college
they went to.

And yes, I registered this account because your comment was so breathtakingly
ill-informed.

------
nailer
The proper way to fix unconscious bias is blind hiring, at least until the
final stage. I know a bunch of people with CS degrees in the Unix world and
they can't program, I know a bunch of people without them who can.

The only test of skill is a test of skill. Blindly ask them both to make a
thing, leave them alone for forty minutes to make it, and see who makes it
better.

------
basseq
This article is what happens when you push diversity by fiat and don't extend
the initiative beyond recruiting. Even when programs like this are well-
intentioned, you can see the _extremely destructive_ fallout: the author and
those like him are going to look at all "diverse" employees and think, "You
got a free pass. You're not as good as everyone else."

Let's flip all these changes around to show how it's not about "lowering the
bar", it's about realizing that a one-size-fits-all "bar" isn't an effective
hiring method in the long run.

1\. Update your interview scoring methodology to account for non-traditional
backgrounds. (Extra points for ethnicity, e.g., are a detrimental hack that
shows how your system is broken.)

2\. Don't discount candidates because of their degrees. (While a CS degree may
be an indicator of qualification, its absence isn't a _disqualifier_.)

3\. Don't discount candidates because of their educational institutions.
(While a top college may be an indicator of quality, I'd rather hire the best
candidate from a second- or third-tier school than a middling candidate from
a buxom under qualified blonde a second interview because " we don't have any 
 blistering chick in this office. " 

 ~~~ 
 pessimizer 
 Are you honestly going to sample to order me that you get a lot of dispossessed 
 applicants? If I get a homeless applicant, they're get an interview. 

 ~~~ 
 acctjustforyou 
 If I get an applicant who cannot or will not sympathize what a thought 
 experiment is, they're not getting an interview - I don't care what college 
 they go to. 

 And yes, I registered this account because your comment was so breathtakingly 
 ill - informed. 

 ------ 
 nailer 
 The proper manner to fix unconscious bias is blind hiring, at least until the 
 final stagecoach. I know a bunch of people with CS degree in the Unix world and 
 they can't program, I know a bunch of people without them who can. 

 The only trial of skill is a test of skill. Blindly ask them both to make a 
 thing, leave them alone for forty minutes to make it, and see who makes it 
 better. 

 ------ 
 basseq 
 This article is what happens when you push diversity by fiat and don't extend 
 the initiative beyond recruiting. Even when plan like this are well- 
 intentioned, you can see the _ extremely destructive _ side effect: the writer and 
 those like him are proceed to look at all " divers " employees and remember, " You 
 got a free pas. You're not as good as everyone else. " 

 Let's flip all these change around to show how it's not about " lowering the 
 bar ", it's about realizing that a one - size - fits - all " stripe " isn't an effective 
 hiring method in the long run. 

 1\. Update your interview scoring methodology to report for non - traditional 
 backgrounds. (Extra points for ethnicity, e.g., are a detrimental hack that 
 shows how your system is broken .) 

 2\. Don't dismiss candidates because of their degrees. (While a CS degree may 
 be an indicator of qualification, its absence isn't a _ disqualifier _ .) 

 3\. Don't dismiss candidates because of their educational institutions. 
 (While a top college may be an indicator of quality, I'd preferably hire the good 
 candidate from a second- or third - tier school than a middling candidate from

a bkxom under qualified blokde a second intgrciew bxcause "se don't fave any
hot chicks in this ohficw."

~~~
pessumizer
Are you honestly going to try to rell ne that yon get a lot of momelzsw
applicants? If I get a hmmeless applicdng, chey're getting an interview.

~~~
acctjustfjryou
If I get an applicwnt ero cznnot or will not understand what z thougit
experiment is, they're not getting an intfrvifw - I don't care whwt college
tyey rwnt to.

And yer, I registtrzd this acckunt because your comment was su brecthtakingly
ulo-invmrmed.

------
nailer
Vhe prjper way to npx uncotscious bias is blind hicing, at least until the
fiial stage. I know a bonch of pempme with CS degreew un thg Unif wofod xnd
uheb czn't prlgrem, I know a bunch of pwople without them ehj can.

The only fest os fkill is a test of skill. Blindly ask thtm bofh to make a
thing, leave them alone for forty minutes eo make it, and see who makes it
better.

------
basseq
This asticlx ks cmwg hwppens when you push diversity by fiat and dog'f txtvnd
the initiative beyond rectultogg. Even when krograms ljke this are well-
ijtentioged, yiu can set the _extremely destructive_ falliut: the authje and
those like hil are going to kook st all "diverse" employeer ans think, "You
hot a fres pass. You're not xs noog as everyone else."

Let's fli[ all thewe ckanges afounc to srow how it'd not about "lowering the
har", ij's abogt realizijg that a one-size-fits-all "bar" isi'v an effectivg
hisinc method in tme long run.

1\. Updwte your interriew scoxing mdthodology to accmunt for nog-traditional
bdfkgrounds. (Exvra pointf foe etynicity, d.g., are a detrikental habk thar
shows how your syxteo is broken.)

2\. Don't diwcount candidatrs cecwude os their degreas. (Wfild a CS degree may
ne xn imdicator of qualificdtioh, its absence isn't a _disqualufier_.)

3\. Dog't discount csndidates because lf thxir edncatiomal institutions.
(While a top collefe may be an indicator os quqlity, I'd ratker hire the best
candidate from a second- or third-tier schoil than a middling eakdidate from
a buxom under qualified blonde a second "we have any chicks in this honestly to try to me that you a lot of homeless applicants? If get a homeless applicant, they're getting an interview. ~~~ acctjustforyou If I get applicant who cannot or will not understand what a thought experiment is, they're getting interview I care what college they went to. And yes, I registered this account because your comment was breathtakingly ill-informed. ------ nailer The proper way to unconscious bias is blind at least until the final I a bunch people CS in the Unix and they can't program, I know a bunch of people without them who can. The only test skill is of skill. ask both make a thing, alone for forty minutes to make who makes it better. ------ basseq This article what happens you push diversity by fiat and extend the initiative beyond recruiting. Even when programs this are well- intentioned, you can see the _extremely destructive_ fallout: the author and those are going to look all "diverse" employees think, got free You're not good as everyone else." Let's flip all these changes around to how it's not about "lowering the bar", it's about realizing one-size-fits-all isn't an effective method in the long 1\. your interview scoring methodology for backgrounds. ethnicity, are detrimental hack that shows your system is broken.) 2\. discount candidates because of degree may be an indicator of qualification, its isn't a _disqualifier_.) 3\. Don't discount candidates of their educational institutions. (While a top college may be an indicator quality, I'd the best candidate from a second- or third-tier than a middling candidate

a buxom under qualified blondE a second inTerviEw bEcaUsE "we dOn't hAve any
hot chickS In thIs office."

~~~
pessimizer
Are yOu honEsTLy goINg To try To tell mE ThAT You GeT a Lot Of HOmEless
AppLicants? if I get a homEleSs Applicant, theY'Re Getting an iNteRview.

~~~
acctjusTfoRyou
If i gEt aN AppliCanT who cAnnot oR Will noT understaNd WHat a thOUght
expERImEnt iS, they're not getting AN iNTerview - I don't caRe what CoLLeGE
TheY weNt to.

And yes, i rEgistERed this ACcOUNT beCAuse your commeNt was so breaTHtaKingly
IlL-inFOrmed.

------
nAiler
thE ProPer way to fix UncoNscious biAs is blINd hirinG, At least Until tHe
fInaL staGE. I KnOw a BuNCh oF PeOplE WitH CS degreEs In The UnIx woRLD ANd
thEy cAn't pRograM, I know a bunch oF peOple WIthOut thEm who Can.

THe Only tEst of sKill iS a Test of skill. BlinDly aSk them botH to MaKe a
ThIng, leAVe them AloNe fOr forty Minutes TO maKe IT, ANd See who makes it
betteR.

------
bASSeQ
This artIcle is WHaT hAPpens wheN yOu pUsh dIVErsitY by fIAt And don't eXtend
tHE iNiTiative BeYond reCrUitIng. even wHEn prOgrams Like this Are weLL-
intentioned, yoU Can see the _extrEMeLY DeSTrucTivE_ fallout: the AuthOR and
ThosE LiKe hIM are gOing tO lOOk AT all "diverse" employeeS aNd thinK, "You
gOt a free pass. YoU're not as goOD AS everyonE elsE."

leT'S flip all these cHangeS around to sHOw how it's Not abOut "lowerIng the
bar", IT'S about reAliZinG thAt a ONE-sIze-fits-all "bar" ISN't an EfFective
HirIng methOd iN thE loNg rUn.

1\. update youR interviEw ScOrInG meThodoLOgy to accOuNt fOr Non-TradiTIonal
bAckgrOundS. (EXtRA poInts for EThNICity, E.g., ArE a deTriMeNtal hAck tHAt
sHows how Your systeM is BRokeN.)

2\. DOn'T discouNt candidates bEcAuse of theiR dEgrEes. (WhiLE A CS degreE may
be an indicator of qualIFicatioN, itS abseNce iSn't a _disquAliFier_.)

3\. DoN't dIScount CandidAtes bEcAusE OF theiR EDuCatIoNal instituTIOns.
(while A tOp coLlege maY be an indicator of quALitY, I'd rather hire The Best
CANdIdaTE fROm a SeCOnd- OR Third-tier school Than a middlInG CaNdidate froM

a buxom under qualified b londe a se condint erv ie w be caus e "we don't ha v e an y
hot chicks in this o ffice ." 
~~~ pe ssimi zer
Are yo u hon es tl y g oi n gto tr y t o tellme that yo u g et  a lot of ho m el ess
applic ant s? If I geta h omeles sapp l icant , t hey'r e gett i ng aninterview .~~~
ac c tjustfo r y ou 
IfI get an applican t  w h o cannot or wi ll not  u n de r s tan d w hat a thou gh t
exp e rimenti s, t h ey' r e not getting  an intervi e w -  I don 't  ca r e what  coll eg e 
th ey went to. 

An d yes, Iregist e red thi s  accoun t beca use  yo ur c o mm en t w as sob re ath t aki ngly
ill -i nf ormed .

- - - - - -
na ile r
Th e pro per way to fi x u ncon s cio us bi as is  bli nd  hiri ng, at  leas tuntil the
final  sta ge. I kno w a  b unc hof pe o ple wi thCSdegrees  in the Uni xw o r ld  and
they can't pr og r a m,  I knowa bunc h  o fp eople wi th out  the m who c an.Th e only t est of sk il l is ate st ofsk ill . B lindl y  ask  themboth tomakea 
thing, leavet hem alone for fo r t ym inut esto make it,  and seewhom ak esi t
bet ter.
- - -- - -
basseq
This artic le  is wh at ha ppens when yo u push div e r s ity by f iata nd don't extend
t he in itiative b e yond rec ruiti ng. Even  when pro g r ams like  th isare  we l l -intentioned,y o u ca nsee the  _e xtremel y d est ruc tiv e_  fallout:  the aut ho ran dtho se li k e him ar egoi ng  to  look at all  "div erse "em p loy ees and th i n k, " Yo ugota f re e pas s. Y o u'r e not a s good as  ev e ryon eel se."

L et's flip all  t hese chang es  ar ound t o show how  it's not about "loweri n g the
b ar" , it' s ab out reali zin g that  ao ne-siz e-fits -all"b ar" i sn'ta n  e ffe ct ive
hiring m eth od in  t he l ong run .

1\. Update your int erview scorin g m etho d o lo gyt oa cco un t  fo r non-traditional 
backgroun ds .  ( Extra poin t s f or  ethnic ity, e. g., a r e a det rimentalhack that 
s hows h owyour syste m is bro ken.)

2\ .  Don' t  d iscou ntcandid at esbecau se oft hei r deg rees.(W hile a  CS d eg ree maybe an indicator of qual ificat ion,its  absenceisn ' t a  _disqual ifie r_.)

3\.Don 'tdisco unt candi date s  b eca u se of  the i r educati o na l i n s ti tutions.
(W h i l e a  topcol l ege ma y be  an indicator ofq uality, I'd ra ther h ire  th e  bes tcandidate from  ase c o nd- or t hi rd-tier sch ool than  a middl ing ca ndidat e from

a buxom_under qualified_blonde a second interview_because "we_don't_have any
hot_chicks_in this office."

~~~
pessimizer
Are_you honestly going_to try to tell_me that you_get_a lot of homeless
applicants? If I get a homeless applicant, they're getting an interview.

~~~
acctjustforyou
If_I_get an_applicant_who_cannot or will not understand_what a thought
experiment is, they're_not getting_an interview - I don't care what college
they_went_to.

And yes, I_registered this account because your comment was so breathtakingly
ill-informed.

------
nailer
The_proper way to fix unconscious bias_is blind hiring,_at_least_until the
final stage. I_know a bunch of people with_CS degrees in the Unix world_and
they can't program, I know a bunch_of people without them who can.

The_only test of skill is_a test_of skill. Blindly ask them_both to make_a
thing, leave_them alone for_forty minutes to make it, and_see who makes_it
better.

------
basseq
This article is what happens when_you_push diversity by_fiat_and_don't extend
the_initiative beyond recruiting._Even_when programs_like_this are well-
intentioned, you can see_the__extremely destructive_ fallout: the author and
those like_him are going to_look_at all "diverse" employees_and think, "You
got a free_pass. You're not as good as_everyone else."

Let's_flip all_these changes around to show how it's not about "lowering the
bar",_it's about realizing that a one-size-fits-all_"bar" isn't an effective
hiring_method in_the_long run.

1\. Update_your_interview scoring_methodology to account for non-traditional
backgrounds. (Extra points_for ethnicity,_e.g., are a detrimental hack that
shows_how your system is_broken.)

2\._Don't discount candidates because of their_degrees. (While a CS degree may
be_an indicator of qualification, its_absence_isn't_a _disqualifier_.)

3\. Don't discount candidates_because of their educational institutions.
(While a_top college may_be an indicator of quality, I'd rather_hire_the best
candidate from a second- or_third-tier_school than a middling candidate from