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Message: <blockquote data-quote="Harvey Specter - Presiding Partner" data-source="post: 240115" data-attributes="member: 35674">My unprovable conspiracy theory is there is a lot of unconscious bias and prejudice in recruitment till this day. An overwhelming majority of people who progress with US/MC/SC firms come from a very particular demographic that makes up such a tiny proportion of the population. If these firms said they will only hire XYZ type of candidates it would result in discrimination suits cos its breaching protected characteristics. Like having an ethnic name, being from a certain area or going to a ‘low-ranking uni’, if firms explicitly said we don’t want yous don’t apply = bad for PR. Oddly enough, two of the firms I have been able to progress with didn’t seem to use any contextual recruitment tools (or at least I can’t remember if I entered the data). Other firms which seem to do a lot of parading around social mobility had outright rejected me (same exact credentials on paper). So my idea is firms avoid offering feedback cos they’d end up digging their own holes admitting they rejected candidates for arbitrary and unfair reasons. Surely being transparent about what it is you’re after from candidates (e.g., Cleary) will rly make this process much more transparent.</blockquote>

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