I wish the the bullshyt would stop with job interviews

[Max Power]

It's not like that in IT. Here it's 99.99% about your ability and experience, the rest is if you're not a complete prick that people can't work with. fukk all that dancing and shucking shyt.

 

[beenz]

Smh I hate that stuff so much. Sigh Black people have to work twice as hard.


Yep. You have to sell yourself, be two steps ahead, and make your own jobs. I am moving in July and already started looking up jobs , networking with people over there, and etc. I'm also trying to get some volunteer experience now because I know they will give to those Lilly white girls first.



Yep...be nice and preppy. Never let people know your true intentions. Remember you are just there to get paid and use them to your professional advantage. Any blantant disrespect will be taken to HR, but other than that be neutral, friendly, use people, and avoid hot topics. Work is not the place for debates.



I know that some companies have to post job adds to EET some type of regulations. Many just hire their nieces, newphews, family friends, and people they know. Where I'm moving I plan to network my ass off.

I know it's for equal employment, but it really isn't equal at all when they've already got their candidate selected regardless. it's still a waste of time for everyone involved.

 

[StickStickly]

The entire setup is fake as hell. Trying to tap dance for a job even though you're overqualified.

I just had a job interview with two white women (in Atlanta) for a marketing position for a professional association. I was the first interview (from what they said)... and received a "position filled" email in less than 24 hours

Is it me or are they only hiring the Black dudes that are feminine or wont speak their minds or look like the cornball type?

I have a degree and a father so im not gonna be going into interviews flimsy and on some thankya suh to be here-type shyt

Lots of people hire people they want to hang out with. Many employers who work in offices that are small are hiring more for personality fits than anything else really

 

[audemarzz]

It's not like that in IT. Here it's 99.99% about your ability and experience, the rest is if you're not a complete prick that people can't work with. fukk all that dancing and shucking shyt.

On my way as well need 2 or 3 certs though

 

[Apollo Creed]

It's not like that in IT. Here it's 99.99% about your ability and experience, the rest is if you're not a complete prick that people can't work with. fukk all that dancing and shucking shyt.

Depends what area of IT. In software dev if you arent Asian or White you have extra hurdles to jump over

 

[Unknown Poster]

What do you work for yourself doing?

I do freelance graphic design for others, sell clothes I design, and do music on the side.

I was just sick and tired of going to endless job interviews and they went nowhere...after a while I just knew the number one reason I was getting turned down was because I was black and male with and african name that's hard to pronounce. For a while when I was broke, single, and depressed back in 2013, it made me hate myself...make me feel awkward about my african features, my african name, made me feel awkward and out of place trying to fit in this bullshyt white society. Thankfully I am no longer depressed and I have more pride in myself, who I am, what I have accomplished, and where I am going now.

Like I literally had people at jobs, bosses, tell me I should I use a name like "Timothy" or "Thomas" when talking to clients over the phone caue when I would say my real name they would have no desire to continue talking to me...

I hated that shyt cause I have pride in my name and my family who gave it to me. They was lowkey saying my real name was garbage and I should aspire to be more like whites. My first name is Nigerian for "My Father's wealth".

I dealt with too much bullshyt from cacs and c00ns in the business world and corporate America...people getting visibly uncomfortable around me...barely making any money in these fend for yourself commission only jobs...if you saw my resume with all of my work experience (it doesn't even fit on one page, I literally had to use size 8 font to fit it all on there) you'd probably wonder why I was unemployed cause my work experience covers everything (I took what I could get just to survive).

 

[UserNameless]

It's not like that in IT. Here it's 99.99% about your ability and experience, the rest is if you're not a complete prick that people can't work with. fukk all that dancing and shucking shyt.

that Stem shyt... they're on some "fukk people-skills, can you do the work" shyt.


...also to speak to the gay shyt, I thought this was a real Quote from a professor:

Yet, black gay privilege is a harmful microaggression against all black men, as the underlying message is a rejection of our humanity. This is an ageless burden that fractures and disconnects black men from the social fabrics of the organizations we serve. Such phenomena speak less to black gay privilege than to white privilege in constructing a racially divisive paradigm to placate their bias. It is incumbent upon black gay men to examine the impacts of black gay privilege on their lives, and for employers to countermand the implicit biases that have given rise to this system of prejudice.

As a black man, I perceive any attempt to separate me from other black men, gay or straight, as an assault on my dignity; indeed, a reproof of my being, for my spirit is connected to all black men, which is the greatest privilege of all.

------------------------------------

Hey, can we be a little nicer to job applicants and stop treating them like crap?


asked the NWB Facebook community for input on what we can do to treat our professionals with respect so they don’t run screaming into real estate or other professions (no offense to real estate or other professions). Here are 20 things we can do. This is not a comprehensive list. Please add your suggestions in the comment section.

1. Disclose salary on job postings. I’ve written about this before (“When you don’t disclose salary range on a job posting, a unicorn loses its wings.”) This is the number one most frequent comment. Stop wasting everyone’s time, and stop perpetuating inequity against women and people of color, who are unconsciously punished for being assertive when negotiating.
2. Don’t ask for salary history. Seriously, this archaic and disgusting habit needs to die. Yes, I said disgusting. Salary history is like ancient, moldy hummus; it has no place in our sector. Talented people who are underpaid should not continue to remain underpaid while those who are paid well continue to get paid well, especially when there are clear racial and gender disparities regarding compensation.
3. Don’t play games with candidates if you are determined to hire internally: I know sometimes legally you have to post a job, even if you have sometime internal in mind. Be transparent. If you have a preference for internal candidates, state that on the job posting and let candidates decide if they want to compete.
4. List desired skills and required skills separately: According to this article, women often don’t apply for a job unless they feel they are 100% qualified. Not so for dudes, who will apply even if they feel like they’re 60% qualified (I’m still waiting for American Ninja Warrior to call me back). Separating out required from desired skills may help bring some balance.
5. Auto-reply confirming receipt of applications: Yeah, you may not have time to personally confirm every application. So set up an auto-responder so that candidates don’t freak out and get into this existential crisis of “Oh God, did they get my application? Should I call them? They said not to call. But what if they didn’t get my application? I should show initiative. But what if I’m being too pushy? I should have listened to Miss Cleo and opened a business…”
6. Knock it off with the automatic eliminators like typos. As I wrote in “Our hiring practices are inequitable and need to change,” it is inequitable to use automatic eliminators. Diverse candidates like me who grew up in other countries speaking other languages may have more typos than those who grew up here, but they/we will have other strengths. If you have a hard rule like “I eliminate all covers and resumes with any typos” or “I drop all candidates who don’t write a thank-you note,” don’t wonder why the diversity of backgrounds, talents, connections, and perspectives sucks at your org.
7. Stop requiring formal education as a default: Another point I’ve talked about earlier, but it bears being repeated. One of our sector’s biggest goals is to address educational inequity. It is hypocritical then that we use education as a way to filter out people. If a job does not require a specific skill or certification (like an MSW for a counseling position), then see if experience will stand for formal education. Our default in this sector should be to NOT require formal education unless needed.
8. Post clear process, including ending date and preferred job starting date: Lay out your proposed hiring timeline and what it entails. If you plan to do two rounds of interviews, spell that out. If you will require some sort of assignment or writing samples, spell those out. Do not add extra steps mid-way through.
9. Knock it off with the drawn-out process: Yes, I know the common concept of hire slow, fire fast. But some of us are taking it way too far with the hire slow part. Do not make candidates do 10 rounds of interviews, meet personally with every board member, and write a three-act play based on your org’s strategic plan or something.
10. Stop requiring a resume and cover and then a separate application that spells out the same stuff as the resume. It’s irritating. I know there are legal advantages to requiring an application, but think about when in the process you may require that. Maybe the first screening step is just the resume and cover, and candidates who move forward may be required to fill out the application (spell that out in the process).
11. Be on time and prepared during the interviews. Respect candidates’ time. It’s ridiculous if candidates get penalized for being a couple of minutes late, and yet the interview panel starts late or didn’t print out the questions in time or whatever.
12. Share interview questions. Interview questions are getting more and more complicated, and this bias towards on-the-spot thinking disadvantages the thoughtful, deliberate thinkers that every effective team needs. Giving questions ahead of time does not hurt anyone, especially if you want good answers to questions like “Tell me a time when you were able to shift a dysfunctional systems paradigm using quantum principles of race relations.”
13. Stop being holier-than-thou during interviews: Why do supportive, down-to-earth organizations with a great sense of humor suddenly get huffy and intimidating during the interview process? Wouldn’t you want candidates to see what they’re actually going to be experiencing if they work for you? If you’re normally friendly and warm, be friendly and warm when interviewing people. If you’re normally a crotchety, severe curmudgeon, then, uh, I guess carry on. Remember that applicants are interviewing you as much as you are interviewing them.
14. Stop asking for ridiculous assignments that require a ton of work: A couple samples of previous completed work can give great insight into a candidate’s accomplishments. Asking them to do brand-new, complex assignments—“Based on your understanding of our organization, please write a 10-page development plan complete with contingency plan and a draft theme song for the gala”—is out-of-line.
15. Be transparent: About challenges of the position, about what you love about your job, about failures that happened and what your team learned from them. I’ve found that when both candidates and nonprofit respect each other enough to be forthright about the positives as well as the challenges, it makes for much better matching.
16. Be flexible and understanding: This is a trait of our sector of which we should be proud. Offer evening interview times for those who may not be able to do day-time, and try to empathize when unexpected things happen. As one colleague puts it, “Remember that every candidate is a potential customer or advocate. I was asked to reschedule an interview due to a sick baby and never heard back…”
17. Consider barriers to candidates with disabilities. Says a colleague, “Do you want folks with disabilities to apply but your interview requires several flights of stairs, a long walk, and sitting without a break for 3+ hours?” Also, do your essential duties really require lifting 50lbs or driving? Be clear, because you may be eliminating awesome candidates with disabilities from even applying.
18. Communicate often, and get back to people on time with your decisions: This is a frequent and justified complaint. The waiting and uncertainty are the worst. Let candidates know your process, and if it deviates, get in touch with them. Sometimes it takes longer than expected to make a decision; if that’s the case, email people, apologize, and let them know what the new timeline is. It is better to get an outright rejection than to stand at the abyss of silence. Says a colleague, “I once drove to interview in person three times, a four-hour round trip, and they never notified me. Ugh.”
19. Deliver bad news by email, with option for phone conversation: All candidates you interview deserve the courtesy of a personal notice. There is some debate about the best way to notify candidates who didn’t get the job. Some just prefer ANY notification at all, even a drive-by, “Hey, you didn’t get the job, sucka!” (Don’t do that). After doing this for a while, I recommend sending an email (with “Regrets from [your org] on [position]” as the subject line) and offer a time the candidate can call to talk to you on the phone, or ask them for times they are free for you to call. For many people, the shock is too much and they need some time to process before talking to you.
20. Give feedback and be supportive: I know, there are liabilities involved regarding being too candid. But I wonder if we have become so worried about potential litigation that we neglect all the positive stuff that may come with being supportive and honest with candidates. I always offer to give feedback to candidates who make it to interviews, as well as when appropriate to introduce candidate to other orgs, and everyone has been tremendously appreciative. I hope no one sues my org, but I think it’s worth the risk to have candidates who feel respected and who may continue to remain and grow in our field.

These are just a few tips that we as a sector should think about following. There are others. We need to shift our perception of candidates as people who are lucky if they get a job with us, toward the belief that all of us are working toward building a better world. The success of our work depends on our people. Let’s treat everyone with consideration and respect and let’s live out our values of equity and community.

Next week: Hey job candidates, stop doing these dumbass things!

 

[Unknown Poster]

Man fukk corp jobs as well as starting your own buisness everybody cant do that and many buisnesses fail keep sleeping on trades and vocations and work bullshyt sales jobs

I don't want to do trades and you telling black people to not pursue entrepeneurship?

get the fukk out of my face with this bytch nikka shyt. People like you with your attitude are the reason the black community continues to be in shyt shape (if you are black).

 

[Wild self]

After interviewing for many of "prospective employers" in the world of finance for over a decade I can tell you the following:

Before your interview, read as many bio's on linked in and do extensive research on the company beyond what you find on google. Glassdoor should be your entry point on gaining insight to the company's inner workings. Most hiring managers want a drone, who is healthy and will count as a head and wont ruffle any feathers.

Also, for those with a lot of experience in their fields beware of a lot of those Phantom interviews with competitors in your field. Those are the interviews where they call you and have you interview for hours on end with hiring managers, have them fluff your head and ass up to the high heavens only to receive zero feedback or interest in the upcoming days. Those kinds of interviews are scheduled to pick your brain on what you know so they can get the scoop.

I hope they get bodied execution style.

 

[moniemane]

I don't want to do trades and you telling black people to not pursue entrepeneurship?
trades is good money medical benefits 401k pensions....... Buisness fail all the time few make it you can waste time if you want
get the fukk out of my face with this bytch nikka shyt. People like you with your attitude are the reason the black community continues to be in shyt shape (if you are black).

sleep on trades im loving good more blacks folks should be moving up the ranks .buisnesses dievall the time ....you want job security pay? Get your trade on. Dont want to talk white get a trade. Dont want to changevwho you are and not kiss ass get a trade

 

[HoloGraphic]

"don't play the judge, play the jury"

The job interview is your first day of work. It's less about the work credentials and more about do I want to hang with this person for 8 hours a day.

 

[moniemane]

Love coming to work we got black folks redenecks.....most are cool and spanish guys no homos no chicks in thier wit that bullshyt jealousy ass kissing at work i love it.

 

[Amerikan Melanin]

They ask you questions and don't want to hear an honest answer.

Went on an interview for a longshoremans Union job.
They asked me what I would do if I saw another employee stealing. I said I'd tell him don't do that around me, they then asked would I tell the supervisor, I said no that's not part of my job responsibility, interview was pretty much over right then lol.

 

[AVXL]

So true. After the interviewers viewing and reading my credentials and listening to my presentation, I've had people come right out and ask,"From what you've heard, can you blend, here?"

that's the game man. For many of these folks, the job is their life... low or high key. they don't want any problems.

I've always found that moving toward a dialogue with the interviewers, where it feels more like a conversation than a deposition or an interrogation is best. Although it should be the other way around, YOU have to disarm the interviewers. You don't have to be effeminate, but you have to demonstrate a measure of personable traits and affability for most job interviews.

as @Motife43 said:

• Interview THEM (If you're personable and a good talker, flip the tables and interview them, ask questions, hell try to make the interview about something other than the job, it'll help you ease up too)

Unless you're interviewing for a higher level position in a Stem field.
...where it's all business.









It's a delicate dance if that's something that doesn't come naturally...and to do it in such a way that doesn't compromise your integrity.

OP, you've been on the job advancement hunt for a little while man. for keeping the grind going.

try going to different networking events that are diverse, and hone your skills. Observe. Mimic (in your own way that's as authentic to you as possible). And set goals when it comes to networking that are rooted in influencing others. that'll help with interview presentation. Also watch pop, faux news shows on the Web. that fake shyt is permeating the society and the intonations, language, gestures are being internalized by folks as the norm.

but if you don't wanna play the game to some degree to land most jobs (and most jobs are people centric) then either start your own shyt and/or transition to a field where the work is more individualized and independent of dealing with people.





@AVXL

Why am I being mentioned here?

Is there discrimination in hiring? Yes in every field. But some of us also don't interview well or sell ourselves in the interview process even if you are qualified for the position

Racism in ATL vs. NY? I've never lived in NY so I can't speak on NYC, but there's more than enough job opportunity in ATL (unemployment just dropped again for last month)

 

[root_eruditorium_org]

It's a bunch of corny, fake bullshyt...

"Sir why do you want to work for us?"

my nikka I'm unemployed, I'm fukking popped fukk you mean why?

You gotta say some bullshyt like

"I feel I would be a tremendous asset to your company I feel like my skillset is ideal for your companies philosophy and I see this as a tremendous opportunity for me to enhance my portfolio and get to where I want to be. I see this as a prosperous, fruitful, long-term marriage down the road."



Yo, the are you a team player question is the worst.

interviews are fundamentally a dishonest interaction. It's just bullshyt really. That's why I always feel like ppl who are really good with ppl are either extremely manipulative (on some game of thrones machiavelli type shyt) or just naive. If you keep it too real with ppl then