ARE ALL BLACK AMERICANS HIRED DEIs & UNQUALIFIED?

Sharing Personal Experience

I have been a DEI hire and it didn’t work well for me. It wasn’t that I didn’t qualify to do the job, I just didn’t have the network and credentials to be in the role at a senior level. Field Financial Advisors are people who have a network of wealth ready to tap into. A Field FA role should not be presented to someone who doesn’t have that. Yes, it is possible to be successful, but there is a lot of work and exhaustion involved in building relationships with people who trust you to manage their money and have confidence that you will do right by them. In this modern America where you have popular think tanks claiming to be voices of reason narrating Black Americans as universally LOW-IQ and unqualified, you can imagine how tough it is to be in the Field FA role. I have a passion for advising, but I am realistic that I will have more sanity in an in-house role versus a field role, I concede and will leave that to the WHITE MEN. I reject Field FA roles now because I am not going to play myself. Qualifications for any opportunity will be subjective. While some opportunities are reliant on technical skills, the majority of opportunities are all about people skills, and you don’t need a college degree for such things. I don’t mean to discredit anyone, but degrees these days do not make anyone more intelligent than anyone else in society. If anything they are demonstrations of being exposed to a variety of ideas and indoctrination alongside a concentration. Being educated does not necessarily merit points for high intelligence.

I understand what it is like to be a Black American hired because of DEI metrics and not qualifications, but I also know what it is like to be a Black American hired because of qualifications and have seen several others hired because of their qualifications in roles that aligned with their passion, network, and skills.

I recruited across sectors for 7 years, mostly engineering and manufacturing. I have interviewed hundreds of people for opportunities across racial groups. I was a strict recruiter so candidates had to satisfy my assessment of skill and character alignment to the group and role. I recall I had a role with an OEM customer and the manager wanted me to cover it exclusively because I had a good hit rate with talent. It was a Systems Engineering role. I weighed about 12 resumes and narrowed it down to 3 who qualified and were in the pay range, a White Guy, a Black Guy, and an Indian Girl. They were all early 20s and a few years out of college. All had relevant project and internship experience but one had more to offer, the Black guy.

I had these candidates considered for multiple qualifying roles within the company, so multiple managers were exposed to them. The Indian girl required sponsoring, some of my managers were willing, but others were not. The Black and White guys had already interviewed with one manager, but that manager wanted to see more candidates. I sent him some more White guys because I learned to know what that meant for some of those managers. Meanwhile, he rejected the White guy immediately and made a point of saying that he kept talking about what his dad did at the company vs. What he could do during the interview (Coming to the table with privilege and nepotism). I heard what he was saying when I sat in on the candidate's interview with the other WHITE Manager. He was also the only candidate of the 3 who refused to do the mock interview session with me for the role. I covered STAR questions so it helped candidates get their minds right about the group and the role.

NOTE: I am mentioning their races for a reason.

All three were interviewed by the second manager from another group. First off I LOVE MEN like the second manager. He is a good man and a good person. There was no bigotry found in his character. He interviewed all the candidates. Both the White guy and the Indian girl went for 30 minutes. The Indian girl didn't interview well. The White guy lacked a real demonstration of engineering passion and competency. The Black guy came to the interview with a home project that he was committed to. The manager and the candidate tinkered with the project for at least 30 minutes. As they tinkered he was asking him qualifying questions and he nailed them. It was more of a meeting of the minds moment than an interview. They got on the subject about his passion for playing the trumpet and another 3-5 minutes were spent talking Jazz. The manager had a connection to the Black candidate who was more human and organic than the others. The manager saw the potential of the Black candidate. The Black candidate was selected that day without hesitation. Meanwhile, the other manager who backburned him decided to make him an offer as well. When all was said and done, he accepted an offer at this OEM at 25K more than what was offered from the second manager, that is how much he wanted him on his team. 6 months after the hire the manager called me and said that the Black guy was going great and that he was bringing him on direct. He had contributed to a project that was going to be patented. 7 years later the Black guy is still working in the OEM systems group as a manager. If either of these managers had been nepotistic, the Black guy would not have been hired and the UNQUALIFIED White guy would have. DEI and Nepotism are related. It is because of nepotism that DEI exists in the first place. Some people are not hiring qualified people No MATTER the race, in many instances, you have a family member helping a LOW-VALUE family member get into a position.

Intelligent people will be able to digest where I am going with this; it is unintelligent to believe that all Black Americans are DEI, low-IQ, and unintelligent. This is propaganda of White supremacist type people and all people should reject it.

Cheers!