Have any of you interviewed someone who you felt did no exemplify the recent D&I efforts most of our firms are concerned about? How do you express this during the debrief session?

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How can I make sure the most influential members of my group understand the red flag I came across and the potential cultural liability that candidate may represent?

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What kind of red flags did you see?

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Recruiting is not a solo endeavor, I think listening to the viewpoints of others help minimize our blind spots- eg Richard Ma was rejected multiple times by Harvard and see where he is today. No one holds all the answers and let your bias not trump your logical side

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EY1 raises some good points. It’s also important the ensure the right cultural fit cos employing the wrong person has a lot of liabilities ties to it. You don’t want to alienate those that can bring different perspectives just because you don’t fully understand their background. That’s why I always advocate travel. You appreciate a lot of different cultures and nuances

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What was the issue?

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