SMART Interview- and Recruitingprocess
It is extremely difficult to guarantee a fair and objective Recruiting process, simply because it is not natural for humans to make completely fair and objective decisions. And sadly it is a fact that very often WOMEN suffer from this SUBJECTIVE point of view and have a lower chance to get employed during the recruiting process than their male colleagues. Woman are often considered as the weaker gender, that has less abilities and skills, f.e. when dealing with numbers/mathematics or in leader/ CEO positions. BUT of course this is NONSENSE!
PICK THE BEST, FORGET THE REST
BONUS FOR YOU:
It is known that “Girls do better than boys at A-levels (or Highers in Scotland), and indeed at every level of education (BBC News, 18.08.2016, Hannah Richadson) and “Women are […] more than a third more likely to go to university than men.” (The Guardian, 28.06.2017, Press Assosiation).
Following some simple tips, you will be able to recruite the most talented applicants, no matter what their gender is.
Three Tips:
Tell applicants what you want: Talent, Skill and Commitment, independent from gender, disability, religion and so on. And include these values in the Job description
For example:
“We are looking for smart and technology interested Talents. We know that Skill and Talent has nothing to do with your Gender. We are looking for femal applicants, just as much as we are looking for male applicants. It is ONLY your talent, skill and commitment that counts for us! We are excited to meet YOU, whatever gender, religion, … you have. “
Cut the GENDER out of your decision process! If recruiters don’t know what gender the applicant has, they won’t be biased. – It’s that simple!
Accept only applications without gender-information, name and picture. If you don’t want to decide on the basis of gender, name or looking, why would you want it on the application? (Of course, write in your job description that you want this information to be excluded)
Have different point of views in your Interview process! Of course during the Interview-process the recruiters will know the applicants gender.
If you have at least two different recruiters in the Interview, you have at least two different points of views AND a lower risk to have a subjective final-decision. For example a femal and a male recruiter could help to have a less gender biased decision.
Feminism at the Workplace 