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EP 1879 This is a question that is going to surface more often as organizations become clearer about the impact of their discriminatory behavior.

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Jeff Altman, The Big Game Hunter. I coach people. I'm a career and leadership coach.
I help people throughout their job search, help them once they're on board to
be effective. And this is a great question I'm telling you, folks we're
gonna hear more and more often on your interviews, especially if you're in
leadership roles. The question is "tell me about a time when you challenged
someone's behavior that was discriminatory or inappropriate." Now I
originally found this question researching a site that had questions
for government employees, in particular sort but I'm telling you, for you people
in corporate who think that you're immune to questions like this, folks, the
more lawsuits that get fired filed for racism, sexism, ageism,
homophobia, I'm telling you, folks, this is going to start showing up more regularly. And
I want to say that the bonus points that you'll receive are for when you call
attention to them in the hiring process, where you catch people in their blind
spots about hiring. So, for example, there are all sorts of situations that older
workers contend with where they have to deal with the perception that as soon as
they walked in the door there was no chance that they were getting the job
because the manager was 20 years more junior than they and where you can talk
about situations where you had conversations with, I'm going to say millennial
but it's really the wrong term here.. Someone in their 30s about how they
evaluate people in their 50s and 60s for quote unquote fit. How do you talk to
people who are of one nationality about interviewing people from a different
nationality that might have been in conflict with one another over
the course of centuries where you deal with issues of race, faith, and other places.
This is really where the bonus is. Now. I'm not going to teach you how to
language this. I'm just trying to get you to start thinking so you're not shocked
at the time of the interview. And frankly, if you're not confronting these issues,
there's a problem there because we all know that these exist in the workforce.
I remember when I was relatively junior in the recruiting field like a long time
ago, there were two people who were interviewing for . . . one person was being
interviewed for a job at a particular organization, they were both from India
but they were from different castes. They weren't allowed to talk with one another
and the result wound up being they sat in silence for a half hour. That's an
extreme example. Imagine, I don't believe this would happen today, but it happened
then it woke me up to certain scenarios that can occur. So think in advance and
start thinking about frankly your hiring process and this is for hiring managers,
this is for HR, this is for anyone in a position of authority and for you on
staff, you need to start thinking of this as well and how to do it diplomatically
and how to do it powerfully. I know I sat in meetings with people where
they've used terms that are offensive in one way or another,
that call attention to bigotry, that may not be the obvious things. It may be
using the B-word to describe a woman or the C word. These days in corporate, at
least in the US. The N-word does not show up all that often but the behaviors
are still there where people who are very qualified still get passed over
where they are professionally segregated into certain roles. And this is not just
true about African Americans. This is going to be true of women, people from
certain nations. One of the things I picked up on a long time ago was
how women from India and women for. Russia were segregated the Quality
Assurance roles and generally did not wind up in roles were they involved with
development. So confronting these behaviors without being confrontational
by asking questions at the time to call attention to the subtleties of the bias
that have worked their way through this system, I think will serve you very well.
So, you know, this is not about standing up, and pounding a table.
Sometimes it's while you're in the room with the person who has heard something
that could hurt them that the calls attention to their bias and,
I'll just simply say from my own experience, being at a firm were an owner
made a racist statement with the employee present of that particular
background and watching the horror on her face and the hurt and it makes me
particularly sensitive to this and being called to testify in the court case by
both parties was really very interesting.. So, I hope you found this helpful.
I hope this provokes some thought on your part or evokes some thought on your
part because you need to be prepared for these situations because, frankly, it is
going to come up on interviews it's gonna show up in the real workforce, as
it should. Hope you found this helpful. If you're interested in my coaching you,
reach out to me through LinkedIn at.
Mention that you saw the video I just like knowing that I'm helping some folks.
And, once we're connected, message me, tell me that you're interested in coaching. I
also want to mention . . . Oh! One last thing on that subject, if you're outside the
US, mention that you subscribe to my podcast, my videos, whatever
and by the way, to subscribe, let me try this again. I'm having, I always have
trouble with this. If you're watching on. YouTube, click the
little icon in the lower right , you'll be able to subscribe to the channel and if
you only have a couple of questions for me, reach out to me in one of three ways.
If you want to do it by phone, contact me through Prestoexperts com (discontinued)
If you want to do it in video chat, you have an iOS device there's an app called
MAGNIFI (discontinued) and you can . . .. I would suggest connecting with me first
on LinkedIn, telling me that you want you have a couple of questions, want to
contact me through MAGNIFI. Let's schedule a time for our conversation.
Hope you have a great day.. Take care!


JeffAltman, The Big Game Hunter
JeffAltman, The Big Game Hunter

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves career coaching, all as well as executive job search coaching, job coaching and interview coaching. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 2000 episodes and is a member of The Forbes Coaches Council.

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