Everyone favours hiring the person best suited to the job. The disagreement begins when a hiring panel must explain precisely how it recognizes that person. A timed test, a familiar credential, uninterrupted work history and an interviewer's impression of confidence can each be relevant. They can also measure something quite different from the work the successful candidate will actually do. Alberta introduced Bill 33 on October 27 with proposed changes to public sector hiring and promotion. The government wants decisions grounded in merit and job requirements rather than diversity, equity and inclusion policies, and proposes restrictions on mandatory training of that kind. The measure has been introduced, not enacted. Its reach, as described by the province, includes agencies, postsecondary institutions, school boards and municipalities. The political debate will understandably concentrate on whether consideration of personal characteristics belongs in selection. Yet the less visible question is how an institution will establish that its chosen measure really predicts competence. Consider a position requiring accurate communication with the public. A panel might treat a persuasive presentation as proof of the strongest candidate.
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