Jessica Booker
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Graduate Recruitment
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- Aug 1, 2019
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I don’t think it’s productive to state a whole group of people as being discriminatory, just as it wouldn’t be productive to assume all of them are not. Partners are not a homogenous group.The partner interview is discrimination and the best way to get an offer is to have a partner like you.
It becomes a lottery based on who your interviewer is and how they perceive you. There is nothing fair or objective about it.
Good interviewers (no matter what their job title or seniority) will be able to put their conscious or even unconscious biases aside. Many employers ensure there is interviewer training to help support this, but also I have seen people pulled off of interview panels because they have continued to show behaviours that are not fair/consistent.
Any process heavily reliant on humans will never be perfect (unfortunately) but many employers will put significant effort and reviews in place to ensure discrimination does not happen, not just for the integrity of the recruitment process, but put honestly, also out of fear of the financial and PR ramifications if they are found to be so, not only the direct costs of a tribunal but also the indirect costs of potentially losing clients off the back of it.