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Has this happened before, maybe with other recruiters? If you log reasons for rejection, it can be a wake up call for him to see how much more people he rejects based on (for example) attitude, compared to other hiring managers.
Ask the executive why they feel that way? Have them give you a reason. Say you need this information to find him/her the right candidate. Sometimes they don't know they have a bias until someone calls it out. If you don't feel comfortable questioning executives then maybe you have a bias. They are people looking to accomplish a job like you.
Ugh, hate those situations but we’ve all been there. How you handle this depends on the culture of your company. It’s obviously tough to give feedback to senior execs that this behavior is not acceptable - if you have the opportunity I’d give them the feedback or it will turn into a habit (will not get into bias here but feel like there could be an undercurrent of that?! Too much context missing so don’t know - but if so then a learning opportunity is ripe :))!
Alas, here are two options:
A.) apologize to the candidate and let them know that team is still calibrating the search and that they’ll only be meeting with you for now
B.) encourage the exec to interview the candidate anyway since they may be good for other assistant roles even if not for their particular opening
Good luck!
Let them know generally speaking we need every candidate to have a positive interaction w the company; it will benefit the employee long term. “We need everyone to fall in love w xxx company whether we hire them or not.” Also let them know it’s a candidate driven market right now. See if that helps? Good luck, that’s a dreadful situation.
That is just so super unprofessional. But I agree with the above person said. Encourage the person to still interview the candidate, or apologize and let them know they are still going through candidates.
I would recommend talk to the hiring manager to understand the reason for not liking the candidate. That will help you understand in future on what type of candidate profiles to be shared with the hiring manager
I think you need to provide some more context. What does "sees an interviewee" mean? Like the candidate is in your lobby and the Exec looks at them and says they won't keeo their scheduled interview? Or the exec saw a resume? big difference, we need more context.
Literally walked in the building at the same time the candidate did. Visually saw the candidate...hence "Sees"
If a large organization see if there are other roles for the candidate.
Before launching any search, I always suggest aligning expectations with your hiring manager in advance to avoid these types of situations; As HR practitioners, we have a responsibility to maintain a strong employment brand to the talent pool at large and to support the business stakeholders, but unfortunately some of those things are out of our control, and it only takes 1 negative candidate experience to derail all of our efforts. Anything we can do to alleviate friction in advance is ideal.
Did you try asking specific questions, trying to understand why they don't like the candidate? Ask something like "can you be more specific so I can understand the profile you had in mind better, etc.". Make it about the hiring manager, how you need their help, or something similar. And when they give you the material to discuss, you will have something to discuss.
That will make the exec think about it themselves and realize that they were wrong or they might have valid feedback, you never know.
Otherwise, it will just be about you (HR) "against" the hiring manager in their minds.
What are you all doing to help reduce/eliminate beauty bias during this hiring/interviewing process?