IT Employment

TechRepublic pulse in charts

We feature the results of some of the member polls we've run over the past weeks.

From time to time, I run polls in the Career Management blog to see what TechRepublic members are feeling on a variety of topics. I thought I'd compile charts on some of the most popular polls and give you guys a look at the results.

What is causing the apparent uptick in workplace rudeness?

If you had the choice, would you remain with your current company for the next 12 months?

Do you work more than 40 hours in a week?

If you knew of malfeasance in your company, would you report it?

Do you trust your manager to make the right decisions?

What do you think about employee background screening as a way to weed out candidates?


Toni Bowers is Managing Editor of TechRepublic and is the award-winning blogger of the Career Management blog. She has edited newsletters, books, and web sites pertaining to software, IT career, and IT management issues.

Sterling chip Camden
Sterling chip Camden

I would think that gathering more information about a candidate would serve as an antidote to prejudice, rather than a cause of it.

Justin James
Justin James

... it surprises me too. Most people think a background check hands the employer a stack of papers representing your "permanent record" and they make a decision. It's actually the other way around. In advance, you determine what factors you consider important and weight them; for example, for a warehouse job, you will care very much about someone with a theft on their record and probably drug use and DUI, but you could not care less if they are a murderer. The background check company that gives you a simple scorecard, rating the employee in some fashion. Also, companies usually do multi-tiered checks, to save money and time. Like they'll do a basic check to determine eligibility for employment before they even give you a phone interview, then they'll do one or two more during the hiring process, depending on how sensitive the job is. Due to the rated nature of the reports, the employer rarely looks at the details... they have their "yes/no" information, and that's all they care about. While they *can* request it, most HR folks recognize that actually looking at the information is useless... if they change their decisions based on the contents, and hire someone who the pre-determined rating says they shouldn't, they are wide open to discrimination charges. So to keep themselves safe, they don't get the details, and just look at the numeric or yes/no score. Now, this doesn't mean that I'm in love with them, I think they are overused, and I think that they are a big hindrance for people who made a mistake, paid the price, and learned from it to getting back into mainstream society, driving them to make more mistakes. But that's a different topic. J.Ja J.Ja


They are ingrained and reflexive, helping make speedy decisions, so they act on any trigger. More information is more chances to flip that trigger. Of course in my mind stereotypes like assumptions are needed to function in daily life without becoming obsessive compulsive. When you act on your prejudices you make a fundamental error attributing the actions of a group on an individual.

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