UK job applications have the requirements, essential and ideal, written out beforehand so the hirers can’t just add their choice of extra ideal qualities later - does the US generally let firms have such leeway and lack of paperwork with hiring?
(I know that in practice, especially with internal hires, the specification can be written with a candidate in mind to make it much easier for the individual in mind to get the job, but I think that’s a different problem overall.)
Your idea of allowing different organisations and spaces to experiment and see what works is probably the best way to do it.
Giving smaller groups freedom to try things and then studying and itetating is much better than top down intervention, provided while we exist under governments that their is a gov. backstop to stop that freedom being used to impose more discriminatory practice.
Thank you for the time, effort, and thought out replies.
does the US generally let firms have such leeway and lack of paperwork with hiring?
I don’t know for sure. With their at will employment, I would be surprised if they had such requirements in most states. In Czechia, we have no such requirements. We brainstormed interview questions in the office hours before the interview.
UK job applications have the requirements, essential and ideal, written out beforehand
Writing them ahead of time does not really change my point much. Write many requirements if you prefer hiring “on merit” or as few as possible if you want to give preference to diverse candidates.
Thank you for the time, effort, and thought out replies.
Thank you as well, it is so refreshing to be able to genuinely discuss and find common ground about topics like this these days.
Winning tie breaks is a solid advantage.
UK job applications have the requirements, essential and ideal, written out beforehand so the hirers can’t just add their choice of extra ideal qualities later - does the US generally let firms have such leeway and lack of paperwork with hiring?
(I know that in practice, especially with internal hires, the specification can be written with a candidate in mind to make it much easier for the individual in mind to get the job, but I think that’s a different problem overall.)
Your idea of allowing different organisations and spaces to experiment and see what works is probably the best way to do it.
Giving smaller groups freedom to try things and then studying and itetating is much better than top down intervention, provided while we exist under governments that their is a gov. backstop to stop that freedom being used to impose more discriminatory practice.
Thank you for the time, effort, and thought out replies.
I don’t know for sure. With their at will employment, I would be surprised if they had such requirements in most states. In Czechia, we have no such requirements. We brainstormed interview questions in the office hours before the interview.
Writing them ahead of time does not really change my point much. Write many requirements if you prefer hiring “on merit” or as few as possible if you want to give preference to diverse candidates.
Thank you as well, it is so refreshing to be able to genuinely discuss and find common ground about topics like this these days.