proposal: do not require a code or project screen before talking to candidates to increase amount of diversity
Requiring a code screen/test/project before we talk to candidates prevents more diverse candidates from applying to our job listings. The job search in tech equals an unpaid full-time job.
Many diverse candidates already must apply for more jobs than the average tech worker in order to get an interview or even a job offering. If they are playing a numbers game, they will choose to apply at companies that do not have an initial hurdle such as a coding test or time consuming project even before the interview process starts. They must prioritize their time: apply for as many jobs they feel qualified for (fighting imposter syndrome combined with believing they must meet 100% of the job's criteria) and balancing the responsibilities in their lives (school, work, second job, caretaker for children/aging parents).
- Removing the initial requirement of a code test or project before starting an interview shows that we value people's time and are committed to improving the diversity of our candidate pool.
- This will increase the diversity of our candidate pool and ultimately provide more diversity on our team's leading to a better product.
- People will not talk about/point out that our teams require unpaid labor in order to apply at GitLab.
- Research shows that in order to apply for a job women feel they need to meet 100% of the criteria while men usually apply after meeting about 60%. LinkedIn behavioral data backs this up — women tend to screen themselves out of the conversation and end up applying to fewer jobs than men. To encourage women to apply, be thoughtful about the number of requirements you list and ask yourselves what’s truly a must-have and what’s merely a nice-to-have.
- Employee referrals are the top source of high-quality hires, but women are far less likely than men to ask for a referral to a job they’re interested in—even when they have a connection at the company, according to the LinkedIn Global Recruiting Trends 2017 report. Make sure your recruitment and hiring pipeline includes sourced candidates and active applicants, as well as referrals.
- Beware that seniority requirements can perpetuate imbalances, since historically there have been fewer women in senior roles. Instead of focusing on qualifications, cover the objectives that the hire will be expected to achieve.
- To eliminate bias, more companies are removing key identifiers, such as names and photos, from candidates’ applications. Some employers use virtual reality technology to eliminate the bias introduced during in-person interviews, according to LinkedIn.
- While women are more selective than men when considering jobs, they're also more likely to get hired when they apply. If women only apply when they feel extremely qualified, it makes sense that they'd have a higher success rate — but this could also indicate they are not pursuing stretch opportunities. When they do go for stretch roles, women are 18% more likely to get hired than men.
- But for all of the moaning the industry does regarding the perceived lack of qualified Blacks and Latin@s for highly skilled positions, Black and Latin@ CS students are graduating from top universities at twice the rate of their representation at tech companies. From USA Today: “On average, just 2% of technology workers at seven Silicon Valley companies that have released staffing numbers are black; 3% are Hispanic. But last year, 4.5% of all new recipients of bachelor’s degrees in computer science or computer engineering from prestigious research universities were African American, and 6.5% were Hispanic…”
Background of issue
I've heard via slack networks that some teams at GitLab require work from candidates before they are invited to interview.