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      Colloquio per Human Resources Manager

      27 dic 2019
      Candidato anonimo a colloquio
      Oakland, CA
      Nessuna offerta
      Esperienza negativa
      Colloquio nella media

      Candidatura

      Ho presentato la mia candidatura online. La procedura ha richiesto 2 settimane. Ho sostenuto un colloquio presso Lincoln (Oakland, CA) nel mese di set 2019

      Colloquio

      It was a phone screen, then you were offered an in-person meeting - which I thought was great! So I made it through the phone screen and had the panel interview headed by the HR Director.

      Domande di colloquio [1]

      Domanda 1

      Give us an example of a challenging employee relation issue you dealt with and share the process on how you resolved it?
      1 risposta
      1
      avatar
      Risposta di Lincoln
      6y
      We’re sorry to hear that you had a negative experience. Lincoln is intentional in our recruiting process about communicating in a timely manner as well as providing feedback that candidates might find helpful in their job search. We want every candidate to have a positive interaction, because we know there are many ways besides becoming an employee that you may engage with Lincoln in the future! - Lincoln HR

      Altre recensioni di colloqui per Human Resources Manager presso Lincoln

      Colloquio per Human Resources Manager

      18 nov 2020
      Candidato anonimo a colloquio
      Oakland, CA
      Nessuna offerta
      Esperienza negativa
      Colloquio difficile

      Candidatura

      Ho presentato la mia candidatura online. Ho sostenuto un colloquio presso Lincoln (Oakland, CA) nel mese di set 2020

      Colloquio

      After two months of successful interviews (Zoom, Written Scenarios, Panel), there was one final interview regarding racial inequity and social justice. In this final interview, I encountered quite a few questions regarding my race and identity. When presented with the question, "How do you identify?" I responded that I identify as a gay man and that when I was younger, I questioned my gender identity and explored my identity as a woman until landing on being gender nonspecific. The answer I provided seemed to shock quite a few panelists, including Allison, the CEO, who looked at me with quite disgust. I was taken aback by the responses I had received after divulging my gender journey. I then apologized and asked how else they wanted me to identify. Jade responded, "Well, if that's all you identify as.." which I replied, "Yes. That's all I identify as." My response didn't seem to satisfy what the panelists were seeking, so the CEO pressed by saying, "Well, I also expected you to identify as a white man." I tried my best to assert that I do recognize that I am a white male, yet my upbringing and how I was tortured as a child by my white counterparts caused me not to identify that way. Growing up, I gravitated towards people of color and their communities because they accepted who I was and what I stood for. Again, my responses did not satisfy what the panelists were seeking. When I was finally allowed to ask a question, I requested that someone answer the identity question to better understand how best to answer it. However, all seven panelists declined to answer. In which I responded, "It's a hard question to ask and answer to, isn't it?" Again, no one responded to the follow-up, and we moved on. I understand that I did not provide a sufficient answer to the identity question they were asking. Maybe because I didn't detail my ethnic background, I am a quarter Brazilian, and providing that additional proof of why I wouldn't identify as a white man would have satisfied their ignorant questioning. However, I believe the root of the issue stemmed from the responses I received from every panelist, coupled with the body language shown while providing my sexual orientation and gender identity journey. To me, it was clear that this was a body of people intolerant of the LGBTQI community. Regardless of my experience, they were more upset and disappointed that I didn't identify as a white man. And in my opinion, expecting an individual to identify a specific way based on their perception shows a profound lack of understanding of how people identify. In my opinion, we should not be looking at an individual's race or identity as a single integer. We should be looking at each other as a whole and what each of us can bring—coupled with persevering for a passion of serving, educating, and propelling everyone forward. We should not be expecting anything from each other regarding our perceptions, judgments, and biases. And I am despondent I did not see that from the people at Lincoln.

      Domande di colloquio [1]

      Domanda 1

      How do you identify? In which ways do you identify?
      Rispondi alla domanda
      2
      avatar
      Risposta di Lincoln
      5y
      I appreciate your constructive feedback. It was not our intention to cause harm. Nonetheless, I hear you that our impact was harmful. Our interviewing team has been reflecting on your feedback and will continue to do so. I would like to speak to a few of the specific items shared from your review. First, Zoom is a difficult medium to sometimes convey and/or interpret nonverbal cues, but I do want to clarify that I was in no way disgusted by your disclosure. If anything, I felt compassion for you in that moment. With that said, I will give some thought to how I could have more clearly communicated my internal process through verbal means and that my silence was interpreted as intolerance. Second, unpacking whiteness and reflecting on white privilege while also holding other parts of our identity where we have experienced oppression is hard work. For anyone coming into Lincoln, there is an expectation that every employee will grapple with the tension of privilege and oppression that we each hold. Our intention in the interview process was to assess your ability and willingness to engage in that reflective process. Over the last 5 years, Lincoln has engaged in a journey of deepening our equity efforts, specifically around race equity. More recently, we have been reflecting on the intersectionality of sexual orientation, gender expression and identity with race. In the new year we will begin an 18+ month consultant contract which will help Lincoln assess our culture as it relates to being inclusive of the LGBTQ+ community and strengthen our training and coaching of all staff in this area. Again, we appreciate the opportunity to reflect on your feedback and know that this will help us in our efforts moving forward.