Challenging Toxic Interview Practices in Recruitment
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Chapter 1: Unpacking Toxic Interview Norms
The recruitment process is riddled with unspoken rules that often leave candidates bewildered, a reality I encountered even during my time as a recruiter.
It's no secret that the fields of recruitment and hiring have long been designed to be exclusive and unjust. For far too long, these implicit, arbitrary, and often discriminatory regulations have gone unchallenged by Recruiters, HR professionals, and Hiring Managers alike. The most troubling aspect? Many candidates are entirely unaware of these rules.
Today, I aim to shed light on several of these hidden, toxic norms that never made sense to me, even when I was actively screening resumes and conducting interviews. My hope is to see these outdated practices vanish so we can embrace more intentional, inclusive, and equitable hiring strategies.
Section 1.1: Criticism of Previous Employers
One of the most perplexing rules is the expectation not to speak negatively about past employers during interviews. I genuinely struggle to understand this mindset. As a recruiter, I find it crucial to comprehend what went awry in a candidate's previous role to advocate for their well-being. My goal is to ensure that the next position offers a secure and supportive environment.
If I identify potential red flags regarding the interviewer’s company, it is imperative that I discuss those concerns openly. I cannot, in good conscience, encourage a candidate to accept a position that may not prioritize their growth and safety.
Changing jobs is a significant life decision for many, and it deserves to be approached with the utmost seriousness.
Subsection 1.1.1: The One-Page Resume Myth
Another myth that needs debunking is the notion that resumes must be limited to a single page. This misconception has led to unnecessary stress for candidates who attempt to condense their extensive experience into a single document.
In reality, a two-page resume is entirely acceptable, especially for individuals with substantial professional backgrounds. Candidates should not feel compelled to omit crucial experiences or achievements simply to fit an arbitrary length.
Recruiters should recognize that a more comprehensive resume can provide richer details to discuss during interviews.
Section 1.2: Discussing Compensation Early
It's time to question the belief that candidates should refrain from asking about salary during initial interactions. If you're still adhering to this outdated practice, I urge you to reconsider.
Why perpetuate inequitable norms? Why do some recruiters view their time as inherently more valuable than that of candidates? Discussions about salary and potential offers should occur in the very first meeting, unless the role is unpaid. This approach respects everyone's time and fosters transparency.
Chapter 2: Continuing the Conversation
There are countless other hidden, damaging rules that Recruiters follow. I invite you to join the discussion in the comments below. What other practices have you encountered?
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👋🏻 If you're curious about who I am, I'm Dani Herrera, a DE&I Professional and Speaker with over 15 years of experience in Talent Operations, Recruitment, and Leadership. My focus is on fostering inclusive and equitable workplace cultures.
🏆 I've been recognized as one of Mogul's Top 100 DEI Leaders in 2021 and 2022, and honored as one of NYC Latinos' 40 Under 40. I've also been featured in prominent publications like Forbes and Inc. and have spoken at numerous national and international events.
You can learn more about my work and achievements here.
The first video titled "6 Signs of a Toxic Work Environment - Job Interview Red Flags" discusses key indicators that may reveal a toxic workplace culture, helping candidates make informed decisions about potential employers.
The second video, "Avoid These 5 Toxic Workplace Signs in Job Interviews! | Lucy Gilmour," provides essential insights for candidates to recognize harmful signs during job interviews, ensuring they prioritize their well-being.