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exactly. You'll have 500 highly educated, credentialed (female!) environmentalists who want to "save the world." They all look the same, have the same degrees in sustainability and environmental engineering and whatever, worked and interned at the same places...
the other option: get someone who will constantly check your biases, won't automatically share your ideological/belief systems, and won't put up with your motivated reasoning. It'll make your truth-seeking, evidence-first, data-only resource better -- but it'll be a mess to work with (what, he won't sign his emails with he/him??), and hard af to justify to anybody else -.-
Say that, as directly as you can but, you know, nicely.
I copy-pasted that into Chat... was not happy.... I'll show you where you're wrong, assumes problems with your employer, sends the wrong message...
I honestly hate these ridiculous word plays.
Something like the following might be worth trying:
You likely have hundreds of highly educated, credentialed applicants who want to "save the world." They all look the same, have the same degrees, worked and interned at the same places.
Here's another option: hire someone who will constantly check your biases, won't automatically share your preconceptions, and push back on your motivated reasoning (even when I agree with you). It'll make your truth-seeking, evidence-first, data-only resource better.
The trick here is that most likely these folks think they value ideological diversity but will actually dismiss almost any specific view that differs from their own.
The trick here is that most likely these folks think they value ideological diversity but will actually dismiss almost any specific view that differs from their own.
yes, precisely. But if I want them to hire me for that reason, I kind of need to convince them about yet another thing: that they're deluding themselves in a false sense of diversity. That's not gonna go great, is it. Nobody loves that feeling
It might, because the point about the sameness of all the candidates (and current staff) might just resonate with someone.
What you have to avoid is giving them the box to stick you in. You just want it to be clear that you aren't in their box and that's a good thing for them.
Think about what your path to getting the job is.
Here's what I'm guessing it would be: they have a bunch of good, yet indistinguishable, candidates and while they're mulling over the choice at least a couple of them keep wondering what it would be like to add that odd econ guy to the mix instead. You become a Path B to be considered against the whole group of normal options.