Interviewing Candidates For A Position

It's always a difficult process, but I find the first step, 99% of the time, is to look at the candidate's name and then ask myself, "I wonder if they're male or female? Guess I'll have to wait until I meet them in person."

• Don't worry OP, even the trannies on Rentboy are always male and will declare their position. Good luck.

• OP, are you old? The first thing I do when I get a resume for someone I'd even consider hiring is Google them. If they're stupid enough to have a Facebook account left open, where I can see all their daily musings (or, worse, compromising photos or political blathering of either stripe), I throw it out; someone that lacking in discretion isn't going to be working for *me*. Then I look them up on LinkedIn to see if a) their print resume matches up with what they posted online and b) I know, in either a professional or personal capacity, any of their friends or co-workers. If either category contains more than a tiny handful of losers, I throw out resumes at that point as well, under the birds-of-a-feather philosophy. But the first thing *you* question is their gender? I'd fire your weird ass in a heartbeat, OP, particularly since you can nearly always figure it out just from the resume text (hint: if their name's Ashley and they were a member of Kappa Kappa Gamma in college, they're not a dude!).

  SVP

• R2, I thought OP sounded like he or she'd be hell to work for. Then I read your post.

• I don't understand what this thread is about.

  Pat

• My first thought when reading a resume, is what do they add to the team? I don't worry about "excluding" people for this or that, it's stupid to think you can do that successfully anyway. The worst liars and scumbags are absolutely the best at covering their tracks.

• People named "Ashley" don't apply for jobs in department. People named Zhong Ling Wei and Jinmai Fong and Weizhi Lin do. That's what I was referring to. And then I have to sit there and listen to them talk like they have a mouthful of marbles, but have no choice but to hire them because stupid American-born people can't do jobs requiring technical/mathematical skills. And forget about working with gay people. Fifteen fucking years in this job and I've still yet to work with even ONE other gay men. Guess $200,000 a year isn't enough.

• blah blah blah R6 is a big liar and threatened by successful gay men.

• I am not a liar, r6. I'm just tired of other people getting to spend time with people just like themselves (and from my personal observations, that's what 99.9% of people want). Why can't gay men be good at math? I'm tired of being so damn alone in my field.

• OP proves once again that HR people are miserable shits.

• HR? I don't work for HR. I have to interview the people applying for a position in my department myself. HR just does some filtering so we only have to spend time talking to strong candidates. Each one meets with 3-5 people, spending an hour talking to each one. And if I worked in HR, wouldn't I be around gay men?

• OP doesn't work in HR. Nor does asshole r2. Their comments tell all, and I can assure you from their cluelessness and obnoxiousness about staffing that they are far far far from HR. And I know the stats on probabilities and staffing success. Grad-school fun, Nate Silver-style. Success isn't granted by guessing genders of candidates or combing through Facebook accounts like a TMZ whore. PS. I am also excellent at math. And I am not a miserable shit. And when I worked in HR, I was the only gay in the department.

  Former%20HR%20Exec%2C%20Now%20CEO

• And I can smell your cunt from here R11.