Nowadays many recruiters commit not to discriminate job applicants, especially when they deal with people who belong to traditionally discriminated groups. These groups feature females, LGBT, senior applicants, foreigners, physically challenged, people from ethnic, linguistic or religious minorities....
Both head- hunters and HR departments make an extra effort to only consider candidates' skills and expertise. More and more recruiters are accredited by groups and associations that issue regulations that members should be complying with if they wish to get the inclusive label.
But is these recruiters' commitment enough to truly ensure the respect of diversity and inclusion during the whole hiring process?
A few years ago, Lionel Laroche and Don Rutherford examined the reasons why immigrants in Canada and in the USA were failing more often than the locals during the recruitment process (*)
They uncovered the cultural diversity of expectations that exists during the hiring process but also when firms retain and promote culturally different employees.
Therefore, it becomes useful to ensure that these recruiters do not assess candidates on the basis of their own cultural expectations. In order not to be mislead, recruiters should be exposed to different approaches to trust building, to different approaches to making a good impression, to different communication styles, to different rules of the etiquette and the protocol...
Otherwise recruiters will unconsciously maintain the bias they consciously wish not to avoid.
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It is therefore likely that the people involved in screening CV, meeting with candidates should be aware of their cultural bias if they wish to be inclusive with people from a no