{"id":6664,"date":"2015-03-12T19:19:17","date_gmt":"2015-03-12T18:19:17","guid":{"rendered":"http:\/\/www.viasto.com\/en\/?post_type=post&#038;p=6664"},"modified":"2020-07-13T17:29:05","modified_gmt":"2020-07-13T15:29:05","slug":"diversity-fail-never-trust-cvs-job-interviews","status":"publish","type":"post","link":"https:\/\/www.viasto.com\/en\/blog\/diversity-fail-never-trust-cvs-job-interviews\/","title":{"rendered":"Diversity Fail: Why you should never trust CVs and Job Interviews"},"content":{"rendered":"<p>&nbsp;<\/p>\n<p class=\"tinymce_structure tinymce_input tinymce_input_focus tinymce_structure_focus\">Companies with a diverse workforce perform better. A 2009 study by McKinsey shows a connection between gender diversity and financial performance of a company: a company in which the management is gender diverse (more than 30% women in top management of the company), for example, had a 53 % better EBIT margin. So far so good.<\/p>\n<p><!--more--><\/p>\n<p class=\"tinymce_structure tinymce_input tinymce_input_focus tinymce_structure_focus\">So how do you get a more diverse workforce? Well, you probably already know it: it all depends on fair personnel selection. Fairness happens when people of different (social) groups are given equal opportunities where they can show their skills under identical conditions.<\/p>\n<h5 class=\"tinymce_structure tinymce_input\"><span style=\"color: #4ea13d;\">BUT: Traditional selection tools often fail<\/span><\/h5>\n<p class=\"tinymce_structure tinymce_input\">Successful diversity management begins with personnel selection. Unfortunately, this doesn\u2019t happen too often because companies take a lot of time to successfully implement diversity in recruiting. The problem is that they\u2019re still using traditional methods. However, these do not enable diverse recruiting. <strong>Studies prove that CV screening and job interviews are prone to bias and lead to wrong selections decisions &#8230;<\/strong><\/p>\n<p class=\"tinymce_structure tinymce_input tinymce_structure_focus tinymce_input_focus\">Thus, conventional decision-making patterns and habits lead to falsely rejecting potential talents (the famous &#8220;type II error&#8221; or &#8220;false negative&#8221;) and &#8220;give away&#8221; major potential, as shown by the results of different studies (Kaas &amp; Manger 2012, Macan 2009).<\/p>\n<p class=\"tinymce_structure tinymce_input tinymce_input_focus tinymce_structure_focus\" style=\"text-align: center;\"><img loading=\"lazy\" class=\"aligncenter wp-image-6666 size-full\" src=\"https:\/\/www.viasto.com\/en\/wp-content\/uploads\/2015\/03\/CV-Jobinterview-pitfalls.png\" alt=\"CV-Jobinterview-pitfalls\" width=\"632\" height=\"404\" srcset=\"https:\/\/www.viasto.com\/en\/wp-content\/uploads\/2015\/03\/CV-Jobinterview-pitfalls.png 632w, https:\/\/www.viasto.com\/en\/wp-content\/uploads\/2015\/03\/CV-Jobinterview-pitfalls-300x192.png 300w\" sizes=\"(max-width: 632px) 100vw, 632px\" \/><\/p>\n<h5 class=\"tinymce_structure tinymce_input tinymce_input_focus tinymce_structure_focus\"><span style=\"color: #4ea13d;\">Job interview pitfall: questions vary between groups of applicants<\/span><\/h5>\n<p class=\"tinymce_structure tinymce_input tinymce_input_focus tinymce_structure_focus\">In practical terms, discrimination may look like this:<\/p>\n<ul>\n<li>\n<p dir=\"ltr\"><strong>Male applicants:<\/strong> &#8220;Give us an example from the last two years, in which you could accumulate management experience.&#8221;<\/p>\n<\/li>\n<li><strong>Female applicants:<\/strong> &#8220;Why do you think are you qualified to take over a leadership position? How would you deal with the requirements of a leadership position in the next few years? &#8220;<\/li>\n<\/ul>\n<p class=\"tinymce_structure tinymce_input tinymce_input_focus tinymce_structure_focus\"><strong>In order to establish a fair basis for decision, you could instead rely on the following tips:<br \/>\n<\/strong><\/p>\n<ul>\n<li>Select questions from a (semi) -standardised question pool where all questions are equivalent\/ have the same value<\/li>\n<li>Take notes during the interview to ensure minimal distortion of information in retrospect<\/li>\n<li>Conduct assessments using a standardised scale<\/li>\n<\/ul>\n<h5 class=\"tinymce_structure tinymce_input tinymce_input_focus tinymce_structure_focus\"><span style=\"color: #4ea13d;\">The benefits of fair recruiting<\/span><\/h5>\n<p class=\"tinymce_structure tinymce_input tinymce_input_focus tinymce_structure_focus\">If you manage to make your selection process as fair as possible as to enhance objective decisions, you can be sure to have the following economic advantage:<\/p>\n<p class=\"tinymce_structure tinymce_input tinymce_input_focus tinymce_structure_focus\" style=\"text-align: center;\"><img loading=\"lazy\" class=\"aligncenter wp-image-6673 size-full\" src=\"https:\/\/www.viasto.com\/en\/wp-content\/uploads\/2015\/03\/The-benefits-of-fair-recruiting.png\" alt=\"The benefits of fair recruiting\" width=\"548\" height=\"276\" srcset=\"https:\/\/www.viasto.com\/en\/wp-content\/uploads\/2015\/03\/The-benefits-of-fair-recruiting.png 548w, https:\/\/www.viasto.com\/en\/wp-content\/uploads\/2015\/03\/The-benefits-of-fair-recruiting-300x151.png 300w\" sizes=\"(max-width: 548px) 100vw, 548px\" \/><\/p>\n<p class=\"tinymce_structure tinymce_input\"><em>Sources :<\/em><\/p>\n<p class=\"tinymce_structure tinymce_input tinymce_input_focus tinymce_structure_focus\"><em>Desvaux, G., Devillard-Hoellinger, S. and Baumgarten, P. (2007),Women Matter: Gender Diversity, a Corporate Performance Driver, McKinsey &amp; Co., Paris.<\/em><\/p>\n<p class=\"tinymce_structure tinymce_input tinymce_input_focus tinymce_structure_focus\"><em>Kass, L., and Manger, C. (2010): Ethnic discrimination in Germany\u2019s labour market: a field experiment. IZA Discussion Paper 4741.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>&nbsp; Companies with a diverse workforce perform better. A 2009 study by McKinsey shows a connection between gender diversity and financial performance of a company: a company in which the management is gender diverse (more than 30% women in top management of the company), for example, had a 53 % better EBIT margin. So far [&hellip;]<\/p>\n","protected":false},"author":10,"featured_media":7330,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[37,30],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v15.1.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Diversity fail: Why you should never trust CVs and Job Interviews<\/title>\n<meta name=\"description\" content=\"Traditional selection methods are prone to bias! 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