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HOW EMPLOYERS DISCRIMINATE AGAINST JOB CANDIDATES

Ten Discriminating Hiring Practices,Unfair Biases and Hiring Metrics That Corporate American Employers, Hiring Managers, HR recruiters and External Third Party Recruiters Use To Judge Job Applicants

How Employers Discriminate Against Job Candidates HOW EMPLOYERS DISCRIMINATE AGAINST JOB CANDIDATES Ten Discriminating Hiring Practices,Unfair Biases and Hiring Metrics That Corporate American Employers, Hiring Managers, HR recruiters and External Third Party Recruiters Use To Judge Job Applicants first generation corporate careers FGCC

I know what you're wondering. Is this another affirmative action race card touting article? The short answer is no, it's not. But if you think that race is the only basis by which corporate American employers, hiring managers, internal and external recruiters discriminate against job candidates then you're very naive. Let's explore ten of the most common biases or secret hiring metrics that employers will use to keep us out.

This list of unspoken yet commonly used hiring criteria will prevent you and me from ever having the chance to get up to bat. No one will ever know if you can hit a home run like Babe Ruth and knock the ball out the park like Jackie Robinson because you'll be stuck in the dugout twiddling your thumbs or even worst sitting on the couch at home watching CNBC wondering why you can't get a job. Hiring Managers and recruiters consistently passover top talent who indeed could be the next Indra Nooyi, John Thompson, Kenneth Frazier, Ursula Burns, Clarence Otis Jr. and Mike Parra everyday for some of the most trivial and senseless reasons. Let's explore ten of those discriminating hiring practices used to bypass worthy talent right now.

1. Employers Discriminate Because of YOUR NAME -

 

Employers Discriminate Because Of Your Name HOW EMPLOYERS DISCRIMINATE AGAINST JOB CANDIDATES Ten Discriminating Hiring Practices,Unfair Biases and Hiring Metrics That Corporate American Employers, Hiring Managers, HR recruiters and External Third Party Recruiters Use To Judge Job Applicants first generation corporate careers FGCC

 

 

 

Whether the recruiter thinks you're name is too "ghetto", trailer park, foreign or simply of an ethnic or racial origin that he or she has something against you may get passed over for even an initial phone interview because of your name. Unfortunately guys, Corporate America is not fair to the Laquisha Jones', Pablo Garcias, Jim Bobs, Jatender Singhs or Mayumi Shibuyas of the world. Many studies have been conducted to show this to be true.

 

 

2. Employers Discriminate Because of WHERE YOUR LIVE -

Employers discriminate against job candidates based on where they live HOW EMPLOYERS DISCRIMINATE AGAINST JOB CANDIDATES Ten Discriminating Hiring Practices,Unfair Biases and Hiring Metrics That Corporate American Employers, Hiring Managers, HR recruiters and External Third Party Recruiters Use To Judge Job Applicants first generation corporate careersMany employers don't admit it but there is strong discrimination against job candidates based on where they reside. The most acceptable prejudice is against candidates who live too far. Employers tend to believe if someone resides more than 30 minutes away from work then he or she will suffer a poor work life balance and sooner then later quit to find something closer. But there is more guys. If you live on the wrong side of the tracks or in a neighborhood that is dominated by a particular race or ethnic group employers will hold it against. I've heard people not being hired because they lived in the ghetto, "Hispanic area" or otherwise "bad neighborhood." Contrarily if the recruiter is a stuck in the rut hater they may hold your 90210 Beverly Hills zip code against you too. So if you are a recent college grad or someone who's down on his or her luck and have had to move to a less than desirable side of town you may want to use a friend's or relative's address because employers, recruiters and hiring managers will use yours against you.

 

 

3. Employers Discriminate Based On WHERE YOU WENT TO SCHOOL -

Many employers equate the best and the brightest to those who have attended and graduated from an Ivy League College or University.Employers Discriminate Against Job Candidates Based On Where They Did or Did Not Go To School HOW EMPLOYERS DISCRIMINATE AGAINST JOB CANDIDATES Ten Discriminating Hiring Practices,Unfair Biases and Hiring Metrics That Corporate American Employers, Hiring Managers, HR recruiters and External Third Party Recruiters Use To Judge Job Applicants first generation corporate careers FGCC  While it's not as if the subject matter of Chemistry, Finance or Mathematics differs between Yale, Michigan State or UConn employers throughout corporate America believe that those who didn't go to a Top MBA program or an Ivy League School are not as smart, talented, enthusiastic or productive as those who did. Guys, I'm not saying it's right or wrong, it just is what it is. We all know that some of the most successful businessmen and businesswomen didn't go to school at all. So just be sure to get involved in minority support groups and mentor programs such as NBMBAA, NSHMBA, INROADS and Management Leaders for Tomorrow. Network your butt off and use all the inside connections that you have. Hustle hard because it'll take a lot of work to get your first job in Corporate America and even more work to climb the corporate ladder and a ton more work to break the executive suite Glassdoor.

 

4. Employers Will Discriminate Based On YOUR COLLEGE GPA -

Employer Wont Hire Job Candidate Who Didnt Maintain A Certain College GPA DISCRIMINATION HOW EMPLOYERS DISCRIMINATE AGAINST JOB CANDIDATES Ten Discriminating Hiring Practices,Unfair Biases and Hiring Metrics That Corporate American Employers, Hiring Managers, HR recruiters and External Third Party Recruiters Use To Judge Job Applicants first generation corporate careers FGCC Employers will use any method they can think of to weed through job applications. Many companies will require that a student maintained at least at 3.5 GPA in college. While this may be understandable for a first job or entry level management trainee program there are many employers and recruiters who will still ask people who have been out of school for 10 or 15 years and who have held four or five full time permanent jobs since they got their degree what their undergraduate and graduate schools GPA were? If you find yourself in this situation just know that the employer is being petty and looking for a semi-legitimate way to weed you out.

 

5. Employers Will Not Hire You Because of YOUR PAST EMPLOYERS -

Employers will use where you've worked at in the past against you!!! If a hiring manager had a bad experience with your former employer or don't agree with its products, services or mission it will definitely count against you. If you worked for Burger King and your interviewer hates Whoppers, delicious hot fresh Apple Pies and BK Big Fish Sandwiches then he or she may just be petty enough to not consider you as a viable candidate because of it. On the opposite extreme if you've worked in porn or any other area of the adult entertainment industry employers won't hire you and will be quick to fire you because of it and justify it through morality clauses that you have no idea that you agreed to. All the Hell Mary's in the world may not change their mind.

 

 

6. Employers Will Discriminate Based On YOUR LEVEL OF EDUCATION -

This can go either way. Employers don't want you too have too much or too little education. Don't have a PhD in biostatistics and apply to be a realtor or cars salesmen. Likewise two semesters of intro to Physics 101 and 102 at your local community college is not going to cut it to get you a job as a NASA scientist.

 

 

7. Employers Will Discriminate Based On YOUR CURRENT EMPLOYMENT STATUS -

Employer Will Discriminate Against Job Candidates Based On Their Current Employment Status Unemployed Need Not Apply HOW EMPLOYERS DISCRIMINATE AGAINST JOB CANDIDATES Ten Discriminating Hiring Practices,Unfair Biases and Hiring Metrics That Corporate American Employers, Hiring Managers, HR recruiters and External Third Party Recruiters Use To Judge Job Applicants first generation corporate careers FGCC

 

 

 

If you think this is a catch 22 then you are right. Many employers will not hire or even consider hiring someone who is out of work. Many firms have an unwritten rule that the unemployed need not apply. Employers believe that anyone who has been out of work longer than six months is damaged goods. It's sad yet true and until the laws of this nation change its not much one can do but continue to apply for jobs until he or she gets hired somewhere.

 

 

 

8. Employers Will Discriminate Against You Based On YOUR SOCIAL MEDIA PRESENCE -

Employers judge and discriminate against job candidates based on their social media profiles HOW EMPLOYERS DISCRIMINATE AGAINST JOB CANDIDATES Ten Discriminating Hiring Practices,Unfair Biases and Hiring Metrics That Corporate American Employers, Hiring Managers, HR recruiters and External Third Party Recruiters Use To Judge Job Applicants first generation corporate careers FGCC Employers, hiring managers and HR recruiters harbor resentment towards candidates based on their social media presence or lack thereof. Having a raunchy Facebook or ratchet or uncouth Twitter profile will most certainly guarantee that one stays unemployed forever. Many employers equally get their underwear in a bunch if they can't find your social media account profiles or if you don't have a LinkedIn account as well. Guys it's a slippery slope that we travel down a steep road where you most likely will be damned if you do and damned if you don't. Just use your best judgement and a little bit of prayer and you should be alright.

 

 

9. Employers Will Discriminate On the Basis of What They Find from GOOGLE SEARCHES AND OTHER WEB SEARCH ENGINE RESULTS -

You could've file for bankruptcy 15 years ago but a potential employer will only see BANKRUPTCY and eliminate you from consideration. Same thing for drunk driving, domestic violence, public intoxication, home foreclosures, child support delinquencies or any other piece of information that has been deemed to be a public record that the potential employer may come across. God, your family, your victims and the American court system may have all forgiven you years ago but if it's on Google or any other public search engine it will haunt you and continue to punish you for the rest of your earthly life. I HAVE A DREAM. I HAVE A DREAM THAT ONE DAY WE WILL BE ABLE TO CONTROL WHAT HAS BEEN PUBLISHED ABOUT US ON THE WORLD WIDE WEB. ONE DAY ANYONE WHO INTENTIONALLY OR UNINTENTIONALLY SLANDERS US WITH FRIVOLOUS HARMFUL CONTENT WILL HAVE TO BE PUNISHED. ONE DAY WE WILL HAVE OUR PRIVACY BACK. ONE DAY WE'LL BE FREE. FREE AT LAST FREE AT LAST THANK GOD ALMIGHTY WE CAN HAVE A PRIVATE LIFE AND BE FREE AT LAST. No but seriously guys try to protect your online reputation as much as possible. Get all the harmful information or potentially damaging information that you can removed from Google and other search engines.

 

 

10. Employers Discriminate Against Us To Satisfy Their Own Personal Interests and To Make Themselves Feel Better -

In summary employers discriminate because they can and they want to. Whether to make themselves feel better, give into desires of favoritism nepotism or innate prejudices or superiority complexes employers have and will continue to discriminate against us.

 

 

The quickest way to lose a game is to play when you don't even know the rules. Hopefully this article provides some insight into what really goes on during the hiring process. You have the ammunition so you're well equipped to form your counter attack or invasion into a viable career path in Corporate America.

Have you witnessed any of these horrific practices in play? Or have you subconsciously discriminated against others based on this list of hiring biases or due to someone's age, gender, sexual orientation or parental status? What was the situation? Let us know in the comments below.

Having and building a career is more than simply showing up to work and doing your assigned tasks. The goal of the First Generation Corporate Careers blog is to provide advice and guidance to those who are working their way to the top of the Corporate Ladder or simply trying to survive the everyday struggles of having a job in Corporate America. While our focus will be on the First Generation Corporate professionals who don't have parents or immediate family members that have proceeded them in their chosen profession to help them lead the way the career advice and other valuable tips and tidbits of information found throughout this website will be valuable and useful for practically anyone. So lets help each other, let's celebrate one another and let's have some fun together while we work hard to achieve our goals!!!!

 

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