(recent interview process that I had in CA)
- There were not minorities in the Dept, that I saw nor during the panel interview.
- They added an extra step in the application process that was not stated in the position announcement: An additional in person interview with hiring managers who were already part of the panel interview. I don't know if the candidate selected had to do that final step.
- I did very well during the whole interview process, and passed all the steps of the process: completed long application, 3+ hours computer exam, then more than 1 hour panel interview with 9 interviewers , and then the extra interview with 2 hiring managers for less than an hour. - Manager indicated to me that he did not have a degree and that she/he started to go to school to get a degree.In this case I felt discriminated against because of age (being much younger than managers), being a minority (there were not minorities of my race in that department), for having more education than the manager(s), and for not having a full time employment history. If the person they hired is a person that is more qualified than me, then that would be fair, but if not then that would be very unfair and discriminatory. (I would not be surprised if that happened) They indicated to me that I was the candidate on the top of the list for future opportunities, and recently discovered that they re-posted the same position, which would mean the following: 1) They did not hired anyone for the last position. 2) They are hiring a second person. 3) they hired someone for the last position but the person quit or was terminated. A) My question is what are the chances of winning that case at the DFEH / EEOC? B) what type of proofs will be beneficial in this type of situation?