* Job advertisement
* competence-oriented search for employees
* Guide for employers: Anonymized application procedures
* Desire for diversity
You are looking for a new employee and want to try something new? Do you work in the HR department of a company and are happy to have competent employees? Do you value fairness and diversity? Let's go!
For what reasons do you invite applicants for an interview? Most of us would not describe ourselves as "discriminating". But, quite automatically and subconsciously, we form a picture of a person when we read, for example, their photo, name and place of origin on their CV - after the first few lines of the application. Yet the open position should be filled according to competence and how well this person fits into the team, right? So how can we approach this search with more fairness and focus on the essentials?
- with an anonymized application:
Applicants should simply omit data such as name, gender, place + date of birth and picture. The selection of anonymized data can of course be individually adapted to your employee search (e.g. if you are explicitly looking for a female employee for equality reasons, you can query the gender, etc.). In this way, you as a boss or employee can concentrate fully on the competencies of the applicants when it comes to deciding who you would like to invite for a personal interview and who not.
In many countries, this procedure is already used, especially for public job advertisements (e.g. Belgium), or is even considered standard procedure (e.g. USA, Canada). The Federal Anti-Discrimination Agency launched a pilot project on this (back in 2012) and published the findings in a Guide for employers on the anonymous application procedure provided.
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This recipe is from
Maria Seeger