The Fit Interview and Cultural Matching: Examining Equity in Hiring Processes in Law Firms in Canada
Year: 2020
Type: dissertation
Abstract: When someone says, “This person is a perfect fit for the job,” I find myself asking, “what does it mean to fit?” and “who fits and who doesn’t?” In many interview processes, recruiters assess a candidate’s fit, that is how well suited they believe the candidate is to a given workplace. Big law firms in Toronto have developed a structured interview process that formalizes the practice of assessing candidates for fit, which is referred to in this study as the fit interview. This study examines how racialized candidates are affected by the fit interview, documenting their stories to understand how they made meaning of their experiences. Semi-structured narrative interviews were conducted with 25 racialized interviewees and 5 recruiters, two of whom were racialized, who have participated in recruitment in big law firms in Toronto. The participants’ narratives were interpreted using critical qualitative analysis, rooted in critical race, feminist, and intersectional theories. All participants described experiences in the fit interview as consistent with cultural matching, that is recruiters tending to hire candidates similar to themselves in terms of personal interests, values and backgrounds, which are often linked to social identities (i.e., race, gender, class, etc.). Participants confirmed that cultural matching was more determinative in assessing candidates than competence, skills, or professional background. Participants believed that their race, gender, and class affected recruiters’ perception of whether they were a cultural match. In general, interviewees found the fit interview alienating, invalidating, and traumatizing. This study suggests that the fit interview may serve as a barrier to racialized candidates’ entry into law firms. I conclude by making recommendations for operational change, informed by the participants’ experiences and suggestions, the literature, and my experience consulting on diversity, equity, and inclusion. The theories in which this study is rooted call on researchers to catalyze systemic change by conveying findings to those who have the capacity to enact change and transform systems. Although this study is focussed on experiences of racialized people in big law firms, my hope is that the findings prompt other businesses and organizations in Canada to critically re-examine their recruitment and retention practices.
Source: TSpace (University of Toronto)
Author: Tanya De Mello
Language: English
Topic: Employer Branding and e-HRM
Domain: Social Sciences
Open Access status: green
OpenAlex ID: W3147116805