The Art of Recruiting from Guy Kawasaki\’s blog
8. Sell all the decision makers. A candidate seldom makes a decision all by herself. There can be several other people contributing to the decision…with Asian Americans, it can even be parents because Asian Americans are perpetually trying to make their parents happy. In the interviews, simply ask, “Who is helping you make this decision?” And then see if you can make them happy too.
What caught my eye was how he addressed Asian Americans–the things recruiters should do to get Asian American candidates sold onto job opportunities. Now I don\’t like tauting that label around. When asked, I would awkwardly pause and say, \”I am American.\” Not that I am rejecting my Asian heritage. It\’s that I never think about it.
Yet it\’s true. In some way, I am trying to make my parents happy. Sure I decided to do a masters degree rather than the law degree or a medical degree. I did a professional masters rather than an academic one. And I chose the science that was not as grounded in reality.
So there\’s a part of me that wants to completely reject this entire set path of life and go off to be a penniless writer. But that\’s really not that asian…
Funny… so one of my hats is Hiring MGR.
I say Asian, not Asian American, or American. (People 95% of the time ask are implicitly asking ethnicity, not nationality.)
And I\’m very Asian, but career-wise, I\’ve specifically gone out of my way to not do what would make my parents (mom) happy.
In that instance, eldest son factor overtakes Asian factor.
It\’s funny how my Indian friends have trouble answering the EOE question. Are they Asian? Perhaps, Pacific Islander is better used lately.
I meant it more as an identity issue away from jobs. Where someone tries to stereotype me on actions and thoughts. Do I really always try to please my parents? Will I always cover my stovetop with aluminum foil? Will I always be considered a bad driver just because I am Asian and female? I don\’t like pigeon-holed when I don\’t fit.