Here writes for you:
Simone Janson is publisher, German Top20 blogger and Consultant for HR communication.
Open letter to a person
Recently there was on Edition F one looking open letter by reader Anne-Lu. I became aware of this Nina Kalmeyer via Facebook, The letter was addressed to the staff member of a - unfortunately not mentioned - company, in which the young woman had been made representations for a job.
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The application documents had apparently convinced that the applicant had been invited to the Assessment Center, had convinced here, too. In the last round only she and another male candidate were left, both had to give a presentation.
This is how personnel selection in Germany is
The description says a lot about how staff selection in Germany actually works: "There were four men and a woman at the table. She was the Equal Opportunity Officer and looked at me with a smile. I shook your hand and introduced myself ... Everyone took notes. Nobody asked more about my family, or about our life model. "
Women belong to the stove?
The constellation is indeed good for intimidation, especially if the gentlemen at the table not even imagine. But the fat dog at this description is yet to come: The woman did not get the job, it was already suspected. Behind the scenes, she was told that she was too inflexible for an 40-hour job because of her two children.
That the childcare was completely organized by daycare and husband, she had even not interested - they had opened the drawer in his head and put the applicant into it. Finished. But the most glaring statement of the text is for me in a subordinate clause: "The catch is my children. The competitor would also have one, but that's where the woman is at home. "
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Deep-seated prejudices in the mind
The example clearly shows that this was not about childcare flexibility, but about advanced arguments and deep-seated prejudices. And it shows once more where we really stand when it comes to gender equality in Germany - despite all the discussion on the issue of the female quota.
Perhaps it would have been better, Anne-Lu would have tried the general Equal Treatment Act and had complained about this obvious discrimination - the whole of the media had been accompanied. Then the name of the company would have gone through the press as a frightful example, and perhaps at least some of the people with similar attitudes would have led to some frightened reflection.
Personally, I understand very well that she has spared this stress, which is also really expensive. And who wants to be in one? Company work in which he has sued. However, this only shows once again that the supposed private problems of many applicants also have a political dimension. And that's why you have to talk about it. So let's go for it!
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This is a particularly negative example of unsuccessful personnel selection. Although an elaborate AC was carried out, great mistakes were made in the personal conversation, whereby the meaningfulness of the selection process is lost.
In principle, the conversation is intended to solve all doubts. In this case, the issue of flexibility on the part of the children should have been addressed. If unclear points are not addressed in a personal interview, the decision will be made later on by reason of speculation and that is exactly what is to be excluded.
Companies can also consult external consultants for the selection of personnel, in order to avoid such cases. Through a professional selection of employees, employers decide for the right candidate or the right candidate and the positive external impact of the personnel selection process is also not to be despised.
Hello Mr. Maier,
thank you for your contribution, which have brought you very nicely to the point. One wonders why the applicant was invited at all. Your self-promotion but I took out.
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