We are thrilled to welcome Evelina Silveira as our guest blogger this month. Her wealth of experience in the area of Diversity and Inclusion and her straight talking style are a powerful combination for offering practical advice and guidance.
Read on to find out why we should never utter those words after an interview...
You just don't fit in!
The interview has ended and you turn to the other members of your selection team and say: “He wouldn’t fit in” and they agree, passing over this candidate in favour of a less qualified one. You site all kinds of reasons like: “he is too old”, “we want people who will be fun to work with and he seems too professional”, “he seems to know more than we do”, and “his cultural dress wouldn’t fit the corporate image we’re trying to project”. All of these are poor excuses for turning down a candidate especially if they are qualified for the job. Telling someone “they don’t fit in” is a proclamation of personal bias. Period. The ideal staff person cultivated in your head does not match the person sitting in front of you. Perhaps you were looking for a man? Someone who is of the same race as you? Or a person who doesn’t have a disability? Were you specifically seeking a straight candidate? You wanted someone under the age of 40? A person who thinks like you? Someone who is less intelligent and won’t challenge you in any way? Or who seems to lack confidence?
I remember getting hired for a job when my manager was on holidays. Figuring out that she would not want to consider me for the job because of my experience, I later learned the selection team strategically held the interviews while she was away. I was 35 and she was used to working with young women who were fresh out of school. Having “been through the trenches” of the not-for-profit world, I was full of enthusiasm and ready for the challenge of re-energizing a fledgling program. Introduced to me after coming back from her vacation, she declared: “I wanted someone who was younger and who I could mould”! Can you imagine how I felt? Clearly, I did not “fit” her ideal image of the staff she wanted to have, even though there was absolutely nothing wrong with my work.
Recently, my friend recounted a similar situation about an interviewer. Noting that she liked having young energetic staff, she conveyed she was impressed by his many years of experience, but added: “I just need to know that you will fit in, because everyone fits in here and I am not so sure about you”. He thought it was an odd comment to make, but decided that he would just forget about it. After getting hired, in his first week, his boss called him into her office and had some peculiar personal comments about him that had nothing to do with his work. He’s a rather introverted man who is reserved until he gets to know people. She said: “I am really not sure you are fitting in”. You keep your door closed and you are not really interacting much with the staff”. You seem really unsociable!” B. had his door closed to block out the noise to accommodate his disability, ADHD. This was mentioned during his interview. While he was friendly to all staff, he wasn’t hanging around in the hallways or in their offices gossiping as so many others were. He had a work ethic! Apparently, that was why he “wasn’t fitting in”?
If you are making hiring and retaining decisions not based on a person’s ability to do the job, but on something about them you don’t really like, (which is really what “not fitting in” is all about) this is a bad move that could end up costing you a bundle in legal fees.
As an employer you could easily be playing with fire when it comes to human rights, legislation protecting people with disabilities in the workplace and laws against bullying and harassment.
Hiring someone because they are the best person to do the job is always the right decision and having standardized documentation to support all phases of the hiring process is the way to go.
Next time, you think “that person doesn’t fit in”, challenge yourself to look at what they do bring to the workplace instead of imposing unnecessary superficial expectations on them. Take the time to understand what is happening for them. After all, a good leader makes everyone feel included no matter how different they are. It is up to you to help them “fit in” and be accepted and respected.
Evelina Silveira is the President and Principal Consultant of Diversity At Work; a company which is devoted to training and consulting in serving diverse customers and creating inclusive workplaces. Evelina has co-authored two books, Diversity and Inclusion on a Budget: How to have a more engaged and innovative workforce with little or no dollars and The No-Nonsense Guide to Workplace Inclusion. Evelina is the founder and editor of The Inclusion Quarterly an e-zine Publication, dedicated to best practices for managing workplace diversity. www.yourdiversityatwork.com Follow on Twitter @yourdiversity Blog: www.diversityandinclusionatwork.com LinkedIn : www.linkedin.com/in/evelinasilveiradiversity