Thread by @HeyChelseaTroy

@AishaBlake @ceeoreo_ @laurieontech Ah, I do have pieces :) lemme link some cornerstones.

First, this. It goes directly into the deep end addressing the way that white supremacy culture influences the whole interview process.

After this one, I promise the rest are cake. 1/

chelseatroy.com/2020/10/01/doe…

@AishaBlake @ceeoreo_ @laurieontech Next, an oldie but a goodie about hiring criteria in general under the guise of "hiring for fit."

This is something places claim to do, but you ask them what it means and they're not sure. This puts a finer point on that. 2/

chelseatroy.com/2018/10/04/hir…

@AishaBlake @ceeoreo_ @laurieontech Then there's this, where I basically go in on using "smart" as a hiring criterion because:

1. It's vague and meaningless
2. You probably don't need, and maybe even don't want, the thing you're looking for. 3/

chelseatroy.com/2017/07/21/sma…

@AishaBlake @ceeoreo_ @laurieontech Brief detour into hiring/promoting managers. I think that the 2 biggest chunks of wasted $ at tech companies come from:

1. Context loss on technical projects.
2. Churn due to bad managers.

So I was like "Here, use this to try to reduce #2."

4/

chelseatroy.com/2018/05/04/que…

@AishaBlake @ceeoreo_ @laurieontech So, one more detour but worth mentioning: this is what I personally am looking for in the process when I'm getting hired. Every company or client I have ever accepted an offer with has:

1. Answered all these questions
2. Pretty much followed this

5/

chelseatroy.com/are-you-hiring/

@AishaBlake @ceeoreo_ @laurieontech OK, back on topic.

You asked for advice for interviewERs, but I did a series for interviewEEs that contains a lot of insights into antipatterns of interviewERs, such that the interviewEEs can avoid them. (Whew. I think I said that right).

Part 1:

6/

chelseatroy.com/2019/05/30/red…

@AishaBlake @ceeoreo_ @laurieontech Part 2 (important for understanding interviewees motivations):

7/

chelseatroy.com/2019/06/08/red…

@AishaBlake @ceeoreo_ @laurieontech Part 3 (this is probably the one with the biggest overlap for interviewers to pay attention to)

8/

chelseatroy.com/2019/06/14/red…

@AishaBlake @ceeoreo_ @laurieontech OK one last thing, and it might be the most important thing besides the very first thing I linked.

Companies will talk about eliminating bias until they're blue in the face, but employees, as a whole, won't actually give a shit until...

9/

@AishaBlake @ceeoreo_ @laurieontech ...they're actually judged—like, evaluated for compensation and promotion—on how good they are at it.

So I broke "inclusive behavior" down into 5 skills and proposed those skills be added to employee eval rubrics:

10/10

chelseatroy.com/2018/05/24/why…

@AishaBlake @ceeoreo_ @laurieontech @threadreaderapp unroll please!