Human Resources are faced with many factors that can cause them to see things from different perspectives when they seek out talent. Because of our differences, we can find that our perspectives are different. This can cause us to make assumptions and lead to making poor decisions. Talent without labels can be seen as looking beyond the slanted eyes.
It is hard to find talent, and difficult to search for work. It seems that neither party is in sync. Perhaps the problem is that we make ourselves look bad. Many labels can make it difficult to meet others. This debate boils down to one thing: Do you want the idea you have in your head? Or, do you want talent? Tagless talent eliminates all barriers
Many people are concerned about the way selection is done. It was precisely these prejudices that were the fault in both selecting and rejecting candidates. It is still a fear that candidates will not be wearing the right suit or are not dressed in the correct manner. Selection of personnel is not based upon mathematics. It is not science. The result must be one. This is where the ambiguity lies.
Discrimination is often referred to as something that it isn’t. Consider your partner. Why don’t you connect with your neighbor rather than the person you are with. This is an example that illustrates the concept of connecting. It is not possible to connect with everyone, even though it might seem discriminatory or subjective. We are not the same person as our friends, and we don’t enjoy the same relationship with them.
Organizations are dynamic systems that contain many people. Our identities are revealed through our interactions and relationships. In a selection process, there might be candidates who are selected, or not, depending on the person who is doing it. There are two important things to remember. It’s one thing to allow ourselves to be swept away by prejudices. But it is another to recognize our needs, understand the DNA culture and find the talent that best fits without labels. Does that constitute discrimination? It is not discriminatory, as discrimination can have a negative connotation. In this instance, it is about selecting someone at the expense of excluding very valid people. It’s not about getting the job. It’s all about understanding the people who are most compatible and fit you best.
Some of the most obvious labels we see are those we have already talked about: being a woman over 45, having no experience, wanting to become a mother, 40-year-old women, and having some type of disability. These labels are based upon beliefs that have been long accepted as the truth. Sometimes society resists and sometimes steps can be taken to reverse the trend. They are just characteristics that we carry with us. Sometimes they end up as labels for which our rejection is inevitable.
Who invents the rule that you can’t be older than 40 to excel at a job? Many offers have “up to 35 years” as the standard, as though it is impossible to do what was expected. We must question why we have put this label. This base shines again. Do we need young people or not? Or do talent and young people suffice? This is where the age label gets thrown out. It is not about choosing if or not someone is older. The goal is to do it together with the person who is most able to contribute and connect. These prejudices can remove a lot talent.
Another reason that is being dismantled regarding the age question is the belief that “if he gets older, he won’t be able to adjust” We fall back to the absurd belief that everyone who passes according to their age is not going to be able to.
Everything is ultimately a matter mentality. There are more baby boomers who have a millennial mentality that many others of their age. What should the focus be? Am I looking to find a millennial or talent? No matter what age, talent will connect and fit into the culture. Age is often seen as a burden. It does not include experience, life, and all that we have. Instead, it provides us with vision, relativity and flexibility as well as other skills that can be added to the work that we do.
It’s like telling your future partner “it’s not me, it’s you.” Although it is a lie, it’s true that it’s you. However, it’s difficult to admit it. What I really mean is that telling someone they are “overrated for the job” is demeaning everything they can offer you. It sounds absurd. Who wouldn’t want all this talent?
It is not fair to say someone is unemployed for a while and then claim they don’t want it. This is another label you put on and which you assume you know. If you are like everyone else, then you already know the reason they haven’t found a job yet. Let’s not drag the boat and let us judge for ourselves. Every person has their own prejudices, and these add to the barriers that we place on the candidates who are talented enough to be there.
Another bias is the belief that someone who has done a lot of work is not going to fit in. It is not the opposite. However, you should not let another label define you. It is the same as believing that because you have hurt someone, all others will suffer the same. Listen to the candidates and open your mind. You might be surprised at how many talents are hidden.
Inclusion and equality policies are designed to encourage diversity and integrate all people, regardless of disability. Talent is everything. Let’s take a look at the person, look at connections, and then look for talent. Our prejudices often lead to our minds being distorted. Because the task of integrating that idea is more difficult, we turn the topic around and embrace the famous stereotypes.
In a selection process, one is chosen and many are discarded. When it comes to talent, or the lack thereof, I wonder what talent means. This would be a good topic for another blog.
Let’s ensure that this selection path is based on the connections of the three levels: technical competences and soft skills, as well as the connection with culture.
