My Two Census

Formerly the non-partisan watchdog of the 2010 US Census, and currently an opinion blog that covers all things political, media, foreign policy, globalization, and culture…but sometimes returning to its census/demographics roots.

Census workers take to the streets…MyTwoCensus Editorial Series on Bureau’s Hiring Practices Begins

As the first phase of America’s largest peacetime mobilization effort (that’s what the Bureau calls it, even though we’re at war in Iraq), gets underway, thousands of Census Bureau enumerators have started making door to door checks to verify addresses. However, one wonders: Who are these Census Bureau employees given this great responsibility of using handheld computers to determine what is a residence and what is not a residence?

As you will learn in a 10 Part MyTwoCensus Editorial Series called 10 PROBLEMS WITH 2010 CENSUS HIRING PRACTICES that begins below (1 problem will be addressed every day for the next two weeks), the Census Bureau is not hiring the best and brightest to work for them.

In the midst of the financial crisis, the U.S. Census Bureau has squandered its opportunity to hire a plethora of well-qualified and even over-qualified individuals who applied to work for the 2010 Census. The reasons for this error: antiquated and inefficient hiring practices.

In the past, it has been a struggle to find qualified applicants for census jobs. But with the economy in shambles, the opposite is true today. The following document explains why the 2010 Census hiring process has resulted in discrimination against many individuals who should have been hired to work for the 2010 Census.

Problem 1: The Census Bureau uses three main factors, all imported into a computer database, to determine which applicants it will hire: Test scores, address, and language skills.

Such information as education, supervisory experience, job history, and references are not initially considered in the hiring process but should be. Though applicants provide some of this information in their applications, it has no bearing on the computer database that rates prospective applicants.

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