The Narcissism Detector Is Working Perfectly

19 Replies to “The Narcissism Detector Is Working Perfectly”

1. If i was screening them. They would immediately be thrown in the garbage can.
   If the applicant was unsure of who they were. How is it my job to worry about their mental anxieties or calamities. They just shortlisted themselves to the garbage fan. Made my job much easier

   1. Something tells me they take more sick days personal days and STD holidays (short term disability) than your average sane person. They should apply to be a roofer or brickie, I’m sure those boys will be mighty accommodating .

   2. Watcher in the days when I was hiring I tossed many right into the garbage. This pronoun thing must make it much easier.

   3. I would throw out any resume that has pronouns in it, not only the tranny ones.

   4. “They just shortlisted themselves to the garbage fan. “

      Yeppers. Great pre-screening evidence.

   5. As an industrial psychologist, I can not honestly say that this screening of “pronoun” resumes is any worse than screening done by many on excessive educational level actually required for the job or the quality of paper used by the applicant.

      As a manager, I would not appreciate having to change the language of work for other employees to accommodate this nonsense, trendy as it may be.

      If screen-outs result from “woked” applicants, stating they prefer he or she, they may learn something about clamouring to a train on the left rail headed for a cliff.

      I agree with QWERTY below on care and the destructive HRT tribunals. Leave a few in and reject on merit.

2. Never let anyone know you are rejecting the resumes on the basis of pronouns or you will be infront of a human rights kangaroo court before you know what hit you.

   1. qwerty, you never have to tell anyone why they were rejected if you did not interview the applicant. Even then the fact that someone else was more qualified is an adequate explanation.

3. Using they/them on a resume will virtually guarantee they/them a job in the public sector, universities, etc. where there are diversity quotas to be met. In those sectors doing work of any real value is not required.

4. From some hiring training:

   “The hiring process is adversarial. You are looking for reasons not hire somebody. They are looking not to give you any.”

   “It is far better to miss out on a few good employees than to hire a bad one.”

   “If somebody is making a statement with their clothing, etc you are advised to listen to it”

   1. Good advice, all.

5. The assholes that have brainwashed these people in school should be arrested.

   It would make for an interesting class action against a university suit by unemployable graduates.

6. Hiring is such a critical skill but it usually takes years to learn.

   Most people spend a lot of the interview time pitching the job, rather than evaluating the candidate.

   The next crucial skill is to fix your mistakes FAST. And you will make mistakes!

   Wish I knew then, etc!

   1. Actually, effective hiring, including interviews does not take years to learn, but does require specific knowledge of how to select employees and good tools to do so.

      As an industrial psychologist, I have done many job analyses, working closely with hiring managers, coached managers and developed numerous tools that can be used almost immediately.

      What you refer to is the old-fashioned means that amateur hiring managers have used/mis-used over decades. There are many tools and techniques that do not require years of acquired experience.

      1. Please don’t take this personally. I have dealt with top industrial psychologists. They don’t claim infallibility.

         I agree that there are trainable skills in the hiring process. These can improve your odds.

         However, I’ve never met anyone with an anywhere near perfect track record. Hiring remains a crapshoot to a fair degree and firing skills are needed to fix mistakes quickly.

      2. P.S:
         I have also done management consulting on the topic but was always careful not to oversell the potential benefits.

         The reality is that the individuals (in the private sector) who get to manage people are often difficult bosses and “fit” and “chemistry” are more of an art than a science.

7. The report cards issued by my granddaughter’s school. grade 6, use they them rather than she her

   1. “The report cards issued by my granddaughter’s school. grade 6, use they them rather than she her”

      Send it back, with a note that says “please translate this to English or French”.

8. Why, it’s like employers want serious candidates for a job.

   What is the world coming to?