就业事务律师艾米•弗拉金(Amy Fratkin)称,各企业在2017年底接到通知,美国平等就业机会委员会(Equal Employment Opportunity Commission,简称“EEOC”)将把鉴定招聘过程中的歧视行为列为未来三年的首要任务之一。这么做部分是因为,他们意识到很少有求职者拥有聘请律师将其权利主张在民事法庭推进到底的资源。这意味着如果EEOC一旦确立了企业歧视行为的形式,个人的投诉将更有可能发展为由该机构提起的诉讼。
Linda Jackson, a partner with employment law firm Littler Mendelson, says she advises her clients against offering specific feedback to job candidates. For instance, telling someone he has too much experience for a particular job might be interpreted as age discrimination, she said.
琳达•杰克逊(Linda Jackson)是就业事务律师事务所Littler Mendelson的合伙人,她说她会建议客户不要向求职者提供具体的反馈。她举例说,告诉某个求职者他的经验对于某个职位来说过于丰富可能会被解读为年龄歧视。
Then there is the discomfort of relaying hard-to-hear information. Some hiring managers are so uncomfortable at the prospect of these conversations that they refuse to bring their business cards to interviews, says Amelia Merrill of Risk Management Solutions Inc., a risk-modeling firm in Silicon Valley.
其次,转告让人难以接受的消息也会让人不自在。硅谷风险建模公司Risk Management Solutions Inc.的阿米莉亚•梅里尔(Amelia Merrill)说,有些招聘经理一想到未来可能会有这样的谈话就觉得非常不舒服,所以他们去面试求职者时都不愿意带上名片。
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