By falling into stereotypes, we recruit not on the basis of competence, but on the basis of age and gender, which already excludes competent people. How serious a problem is discrimination in the Estonian recruitment culture and how to recruit competence, experienced personnel managers share in the “Rohepoerde praktikute” program.
This sentence is surprising, the members of the board of the Association of Human Resources Managers, or PARE, Merike Kim, HR Manager of Filter Group, and Kerstin Jaani, HR Director of Coop Eesti Keskühistu, state in the program.
According to Kim, the question is whether someone’s human rights or dignity are violated when they apply for a job. “If there are even one or two situations, it is already a serious situation,” he said.
Kim and Jaani reveal the obstacles that both young and middle-aged people face when applying for a job. While young people often lack experience, people in their 40s and 50s are afraid to choose a job, fearing that they won’t be hired anymore. HR managers also share how to get employees of different ages to work together.
They also share advice on how to recruit based on competence without falling into stereotypes.
The presenter is Karmen Laur.
Discrimination in recruitment: a single case is also a serious situation
In more detail, the program talks about:
3.37 How serious is the problem of discrimination in Estonian recruitment culture. Stereotypes and clichés
8.48 Intergenerational differences and cooperation. Considering young people
14.20 Recommendations for young people to start a career
22.58 Obstacles of people aged 30-50 in their job search
28.20 Different treatment of men and women
31.15 Promoting Diversity and Raising Awareness
33.45 The role of leaders in awareness of stereotypes
35.02 Advice for competent recruitment
37.00 Promotion of organizational culture
40.37 More tips for competent recruiting
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Source: www.aripaev.ee
