(no subject)
Jul. 29th, 2015 08:47 amBEIs
Recently I was asked to serve on a panel doing BEI interviews. I accepted and took it as an honor - one I over-estimated as it was not for a selection in our group, but another. Still, I am familiar with BEIs, have audited HR decisions for years, and not only work in the discrimination arena - but have a psyc background that includes familiarity with unconscious biases and heuristical errors. I thought this would be a piece of cake.
Instead it was very challenging. First, to my shock, people interviewed terribly. Multiple people, multiple times, failed to answer the question. I understand the KSA dog and pony show, and we’re now all familiar with answering a question with a pre-memorized talking point - we see this in not-legislator debates all the time. I know people get nervous, but it seemed very common to blow the interview entirely. One person had tons of notes he kept flipping through - he was the worst at answering the question posed. Two essentially repeated the same answer to every question, one constantly answering how her educational background made her perfect for a leadership role, while the other felt their vast experience was the same. Only one person really addressed the leadership role questions with any sort of leader or manager activity at all, though his answer really was limited to a) leading by example by working hard (eyeroll, though in his case it was well known to be very true), and b) bluffing and bullying people as negotiation. Greeeeat.
More challenging was regulating myself. Knowing people have judging errors does not, it seems, insulate you from having similar problems. Our first interview remained the best, but for each candidate it was a constant battle of trying to decide whether to score them based on a) their answer only, limiting scores to exactly what they said - I’d call this this interview skill version, b) reading between the lines, as they demonstrated the skill but did a poor job of articulating it, and c) scoring what the truth was even if they did a shitty job of presenting it at all. I could punt c pretty easily though it made me a little sad, but the difference between a & b was a real battle. I could forgive poor interviewing in other jobs, but this was a management position with a need to sell issues to higher-level managers and attorneys.
Perhaps more importantly, I then viewed myself via these questions. I suspected, and through the process I think I confirmed, the role I was given was an honor...but also a test to see how I would perform. I talked about how difficult the task turned out to me, noted my concerns, and took guidance on how to perform. I also noted, truthfully, this made me really look at my own performance and think about what answers I had to the questions and how I might present them. More, I looked at my job performance with regard to whether I was developing these skills. I think talking about this won me points, as I did a good job, but admitted the difficulties, sought help, and applied the advice I received. Since the interviews, I’ve been running through my head what I could do to lead rather than being a good follower.
Coworker?
So I’m getting concerned about a new coworker. Today I heard her yelling, or talking crossly, because she overslept and missed a flight and was having trouble understanding the rules from the travel agent. She’s going through serious family issues, a lot (hell I want to beat up her punk son myself), but she keeps fucking up simple things at work. She seems to know the case law well and the work, but in all things administrative she’s making errors - some that cost the Agency or at least cause a flurry of paperwork problems. She’s in her probationary period, so whether she’s working out or not is a serious issue.
Perhaps more concerning to me was hearing from an admin person how she was rude, bossy, and talked down to her. Since that time, I’ve also heard her lay into the janitorial staff, and today a travel agent. So while I know she’s under tremendous pressure, I also have a raw nerve for how you treat other people - particularly ones in lower positions. She's got a strong union background - so how do you fight for the underdog and then treat people like dogs? I truly hope it's just the stress, but it's reduced my trust in her a little until I have more information and experience with her.
On the plus side, the more issues she has the more I stick out for not having problems. My other new coworker isn’t having any of the issues, except a fussy kid whom she might coddle so she comes in late a lot (but all her work gets done - she is definitely throwing in extra free hours for the taxpayer). I’m always curious where I like in terms of lawyers - am I good? Mediocre? What should I do to improve? Is this a sweet spot or a waste of my efforts? So I look to my new peers to see where I fit in.
You know, like in the gym.
Recently I was asked to serve on a panel doing BEI interviews. I accepted and took it as an honor - one I over-estimated as it was not for a selection in our group, but another. Still, I am familiar with BEIs, have audited HR decisions for years, and not only work in the discrimination arena - but have a psyc background that includes familiarity with unconscious biases and heuristical errors. I thought this would be a piece of cake.
Instead it was very challenging. First, to my shock, people interviewed terribly. Multiple people, multiple times, failed to answer the question. I understand the KSA dog and pony show, and we’re now all familiar with answering a question with a pre-memorized talking point - we see this in not-legislator debates all the time. I know people get nervous, but it seemed very common to blow the interview entirely. One person had tons of notes he kept flipping through - he was the worst at answering the question posed. Two essentially repeated the same answer to every question, one constantly answering how her educational background made her perfect for a leadership role, while the other felt their vast experience was the same. Only one person really addressed the leadership role questions with any sort of leader or manager activity at all, though his answer really was limited to a) leading by example by working hard (eyeroll, though in his case it was well known to be very true), and b) bluffing and bullying people as negotiation. Greeeeat.
More challenging was regulating myself. Knowing people have judging errors does not, it seems, insulate you from having similar problems. Our first interview remained the best, but for each candidate it was a constant battle of trying to decide whether to score them based on a) their answer only, limiting scores to exactly what they said - I’d call this this interview skill version, b) reading between the lines, as they demonstrated the skill but did a poor job of articulating it, and c) scoring what the truth was even if they did a shitty job of presenting it at all. I could punt c pretty easily though it made me a little sad, but the difference between a & b was a real battle. I could forgive poor interviewing in other jobs, but this was a management position with a need to sell issues to higher-level managers and attorneys.
Perhaps more importantly, I then viewed myself via these questions. I suspected, and through the process I think I confirmed, the role I was given was an honor...but also a test to see how I would perform. I talked about how difficult the task turned out to me, noted my concerns, and took guidance on how to perform. I also noted, truthfully, this made me really look at my own performance and think about what answers I had to the questions and how I might present them. More, I looked at my job performance with regard to whether I was developing these skills. I think talking about this won me points, as I did a good job, but admitted the difficulties, sought help, and applied the advice I received. Since the interviews, I’ve been running through my head what I could do to lead rather than being a good follower.
Coworker?
So I’m getting concerned about a new coworker. Today I heard her yelling, or talking crossly, because she overslept and missed a flight and was having trouble understanding the rules from the travel agent. She’s going through serious family issues, a lot (hell I want to beat up her punk son myself), but she keeps fucking up simple things at work. She seems to know the case law well and the work, but in all things administrative she’s making errors - some that cost the Agency or at least cause a flurry of paperwork problems. She’s in her probationary period, so whether she’s working out or not is a serious issue.
Perhaps more concerning to me was hearing from an admin person how she was rude, bossy, and talked down to her. Since that time, I’ve also heard her lay into the janitorial staff, and today a travel agent. So while I know she’s under tremendous pressure, I also have a raw nerve for how you treat other people - particularly ones in lower positions. She's got a strong union background - so how do you fight for the underdog and then treat people like dogs? I truly hope it's just the stress, but it's reduced my trust in her a little until I have more information and experience with her.
On the plus side, the more issues she has the more I stick out for not having problems. My other new coworker isn’t having any of the issues, except a fussy kid whom she might coddle so she comes in late a lot (but all her work gets done - she is definitely throwing in extra free hours for the taxpayer). I’m always curious where I like in terms of lawyers - am I good? Mediocre? What should I do to improve? Is this a sweet spot or a waste of my efforts? So I look to my new peers to see where I fit in.
You know, like in the gym.