Perhaps you are already used to phrases such as: ‘We are only hiring men for this position’, ‘The age limit for this job is…’ or ‘Undergraduate studies are necessary’ whenever employers reject applications for vacancies without taking into account that such filters may only decrease the number of candidates that could successfully perform in a particular job.
It is only human to use mental shortcuts that might ease work and the recruiting process is one of those repetitive activities that call upon a series of well-structured procedures and well-defined criteria.
Whether or not such explanations are still allowed in Romania (unfortunately), this is not the case abroad, where, when it comes to discrimination, the topic is much more sensitive. As such, we have recently discovered two Forbes articles that discuss two types of discriminatory exclusions of candidates, unfair practices that should convince recruiters to critically evaluate their recruiting methods.
In a nutshell, the articles discuss two filters used inrecruitment: the first excludes those candidates that do not have a job the moment they applied for the vacancy and the second rejects right from the start those candidates that have been fired at a given point in time.
The reasoning behind these discriminatory approaches is that:
- If a candidate has not been able find a job for a while, this means that there is a problem (more or less visible) with his approach, attitude, expectations, motivation, etc.
- If a candidate has been fired, this means that he did something reprehensible and there are higher chances of him/her acting in the same manner in the future.
We believe these kinds of shortcuts are unwarranted and costly. Every professional has the right to be fairly evaluated and every honourable recruiter should try to avoid such dangerous approaches.
Have you ever heard of such discriminations in our country?