Recruiting Fail Could Easily be Avoided

Posted on February 2, 2024May 2, 2024 by Angie Weinberger

I’m on a MISSION to bring the HUMAN TOUCH back into Global Mobility. One theme that I see more now is that we Global Mobility Professionals are involved in the recruiting of Global Talent. This makes a lot of sense when you consider that we have the knowledge and skills to deal with most of the challenges that hiring people from other countries brings. However, since in most organizations, we are not officially responsible we don’t get the resources we need to deal with recruiting professionally. Hence, we can consult but not support. So, dear recruiters, I hope this is helpful.

The Search for the Right Talent

Lifestyle Expats, or Self-Initiated Expats (SIEs), are an important factor in today’s global force and the actual circumstances suggest the phenomenon is on the rise (Habti & Elo, 2019). Thanks to technological changes, such as online recruiting, the labor market has become more international and more fluid and made the process of filling jobs internationally (internally or externally the organization) much simpler. As a consequence, an increasing number of professionals consider working abroad a realistic career option and there are growing opportunities to identify and eventually find a job abroad. We are in the middle of an unprecedented global crisis, which is bound to create a stronger recession than the 2008 financial crisis, and the war for talent is as heated as ever.

Specialized Subject Matter Experts are increasingly hard to find and when you turn to places rich in talent such as Singapore and certain areas of the US like Boston and Silicon Valley, that’s of course where competition is already extremely high. Moreover, there is no real point in stealing from the competition if you aim at bringing in innovation.

The Need for More Diversity, Equity and Inclusion

Our global workforce is as varied as ever, with five generations working side by side and companies striving to fulfill all their Diversity, Equity, and Inclusion goals (gender/religion/ethnicity/sexual orientation). As cited by Forbes, diversity plays an ever more important role in recruitment and is proving to be directly correlated with increased revenue for the company (Boston Consulting Group, 2018; KPMG, 2018). The newest McKinsey Report comes to the same conclusion.

“Despite a rapidly changing business landscape, the business case for diversity, equity, and inclusion (DEI) not only holds but grows even stronger. In our research, we continue to explore the link between diversity and holistic impact.”

Diversity matters even more: The case for holistic impact | McKinsey

Über Sprache zu mehr Diversität in Firmen

The Development from Global Mobility Policy to individual, Customized Offer Letters

Global Mobility policies have historically been a one-size-fits-all model and are often still struggling to include points such as religion, ethnicity, age, disability status, working mothers, non-traditional family units, etc. Make sure your Global Mobility policies acknowledge and support your employees’ varying needs to make them feel more encouraged to accept International Assignment. The point is to ensure that deserving and promising talent does not experience barriers to success. I would even go as far as ditching your policy and working with individual “Box of Chocolates” models (where you select service from a budgeted bundle).

Demographic changes will require highly skilled migrants to fill positions as the turnout of university graduates declines in developed countries. Also at the EU level and among the Member States there is consensus on the need to address labor market shortages, worsened by the deepening demographic crisis and skill mismatch (Platonova & Urso, 2012).

Even rich countries like Liechtenstein (Beck et al., 2018; Hauri et al., 2016) may have a hard time attracting talent. Other more traditional expat hubs, like Singapore, London, New York City, the UAE, Hong Kong, and Switzerland, continue leading the ranking despite the high costs of living. What makes the difference are their socio-economic policies in which talent growth and management are central priorities.

https://www.adeccogroup.com/future-of-work/latest-research/global-talent-in-the-age-of-artificial-intelligence/

The Need for Nomadic Flexibility

Perhaps even more important to acknowledge is that the world of work as we know has already changed. With new technology enabling employees to work almost anywhere and anytime, the classic ‘nine to five’ is outdated. In an article published by Sage People even before the pandemic changed companies’ approach, figures speak for themselves: not only do 50% of the US interviewees say they’d like to be more mobile at work, but a good 54% would change jobs if it meant more flexibility.

In Global Mobility, Virtual Assignments are an opportunity to give employees the much-longed-for flexibility they seek. Despite Virtual Assignments having always been on the rise since the widespread implementation of the internet, it’s easier to see how they’re going to be even more numerous in the aftermath of the coronavirus crisis. Never before have so many employees worked remotely to guarantee essential business continuity.

But there is another side of the medal, and this is the portion of talent who seek international experience as part of their decision to join a company. In particular, overseas assignments are becoming more appealing among Millennials, who often see the opportunity to live and work abroad as more rewarding than a pay rise. They are called Digital Nomads or Telecommuters. According to Smart Gear, 90% of digital nomads plan on working remotely for the rest of their careers, while 94% of them encourage others to try Digital Nomadism themselves.

Whether or not you’re having trouble attracting talent, here are six basics to add to your recruiting suite that you should consider during and after the recruiting process.

1 – Make Sure They Have a Realistic Picture

Try to put yourself in the mind of a candidate who is contacted by a company in a foreign location. What’s the first thing that you would like to know? Salary? Job title? The direction of the company? Probably none of these things, but rather: “Why would I want to move there?” Moving continents, or even “just” countries, isn’t a decision that can be taken on the potential of a great office view only. Instead, candidates need to know what the place looks like, what language is spoken, where they (and maybe their families) would live, and whether they would fit in.

It is useful to include this information on your careers page to make it more of a relocation portal and less of a job listing. Workable offers a service to help you in this process. Not only will candidates benefit from this information, but so will your company: showing what candidates want to know during the overseas job hiring process builds your credibility from the beginning.

This type of thinking is beneficial for companies at every level, whether you’re hiring someone 70 or 7,000 miles away.

2 – Help with the Move of Household Goods

Among Expats and Expat Spouses, the phase of moving abroad is often cited as the most stressful one. Moving out doesn’t take one day only: there are farewells, often a party, and especially when small kids are involved, the family needs to stay with friends or in a hotel room. While Expats are still busy handing their work over and finalizing conversations with clients, Expat Spouses are often alone in coordinating all the logistics behind the move. That’s why they must be connected with a moving company. Having someone who takes care of their house goods until they are settled in the new location surely spares the Expat family from a lot of stress. If you are looking for a global relocation company, consider paying a visit to the Keller Swiss Group. They offer relocation services, household removals, business relocation, and household storage services, both in Switzerland and worldwide.

3 – Take the Anxiety out of Immigration by Working with a Pro

Organizing support with immigration is another helpful and efficient way of helping the expat family during the stressful pre-assignment phase. In recent years, the process of obtaining work permits and visas has become more complex. Letting Expats and Expat Spouses navigate this sea of bureaucracy all alone would put them under an incredible and unnecessary amount of stress. When it comes to immigration compliance, each case is different and needs to be examined thoroughly. Some relocation companies, like BecomeLocal in Switzerland, are specialists in this field. They can help you handle the permit process, write applications and submit them to the authorities, and instruct professionals and executives to obtain visas, sparing your organization and the expat family a lot of hustle. If you need immigration support in other countries, please reach out to me as I can refer you to a global network.

4 – Provide Spouse Career Support and A Pre-Hire Assessment for the Spouse

The effects that International Assignments have on the Expat Spouse’s well-being and state of mind are often underestimated. For some Expat Spouses, the sudden change from independent career person to stay-at-home parent has a strong psychological impact, even more so if getting a working visa is not possible. Coaching is a very powerful tool with which companies can support Expat Spouses. With the help of a Career Coach, some Expat Spouses manage to start their businesses while living abroad, thus finding deeper fulfillment in the experience. It is also very fair to the Expat Spouse to have a realistic idea of whether their profile leads to potential employment in the host market or whether their chances of finding work are slim. An Expat Spouse Coach can also help with a pre-hire assessment for the Expat Spouse. Also, clarify and be honest about their entitlement to a work permit to avoid disappointment at arrival.

Spouse Adjust — You shall not neglect the Expat Spouse

5 – Consult them on Technical Issues

Once again try to put yourself in the mind of your future employees. They now have a clearer idea of what it means to live in your expat hub and they are positively considering relocating there. Perhaps their spouses and children are coming along. In this preparatory phase, Expats are inevitably very busy with what needs to be handled back at home in their professional and private lives. But they also need to be ready for what’s coming next. Handling both “back home” and “in the host country” can be extremely overwhelming, especially if this means going through important technical issues of a country with a different system and in a language they don’t understand. This is the right time to step in and consult them on important decisions such as which type of health insurance to get and how to do it, but also on how to handle their taxes. If you can’t deliver this in-house we’re happy to help.

6 – Sprinkle Everything with Human Touch

As I said earlier and many times before, HUMAN TOUCH is my MISSION and the key to enhancing the Expat Experience. Deloitte (2019) proved to be on board with that when stating that today’s global workforce is attracted and motivated by a more personalized, agile, and holistic experience than before. This is why you must find your way to unlock the HUMAN TOUCH. For example, you can start by welcoming new team members with a hand-written card. You will make their first day a celebration.

Enhancing the Expat Experience

Work with me

Please contact me for a proposal via angela@globalpeopletransitions.com. We also have a global recruiting license for Switzerland.

Resources

Become Local. Swiss Immigration Adviser. https://www.becomelocal.ch

Harrison, C. (2019, 19 Sep.). „7 Surprising Statistics about Digital Nomads.” Smart Gear Blog. https://smartgear.travel/7-surprising-statistics-about-digital-nomads/

Hayes, A. (2020, 7 Apr.). „What is a Digital Nomad?”Investopedia. https://www.investopedia.com/terms/d/digital-nomad.asp

Keller Swiss Group. Worldwide Moving Relocation. https://www.kellerswissgroup.com/

MBO Partners. (2018). „Rising Nomadism: A Rising Trend.” MBO Partners, Inc. https://s29814.pcdn.co/wp-content/uploads/2019/02/StateofIndependence-ResearchBrief-DigitalNomads.pdf

Montilla, E. (2020, 17 Jan.). „Achieving workplace diversity through recruitment in tech.” Forbes. https://www.forbes.com/sites/forbestechcouncil/2020/01/17/achieving-workplace-diversity-through-recruitment-in-tech/#2214496a1359

References

Beck, P., Eisenhut, P. and Thomas, L. (2018). „Fokus Arbeitsmarkt: Fit für di Zukunft?”. Stiftung Zukunft.li. Retrieved 28 May, 2020, from https://www.stiftungzukunft.li/publikationen/fokus-arbeitsmart-fit-fuer-die-zukunft

Boston Consulting Group. (2018). „How diverse leadership teams boost innovation.”, BCG. Retrieved 28 May, 2020, from https://www.bcg.com/publications/2018/how-diverse-leadership-teams-boost-innovation.aspx

KPMG. (2018). „Inclusion and Diversity: How Global Mobility can help move the Needle”, KPMG. Retrieved May 28, 2020, from https://assets.kpmg//content/dam/kpmg/xx/pdf/2018/06/global-mobility-inclusion-and-diversity-how-gms-can-help-move-the-needle-FINAL.pdf

Habti, D and Elo, M. (2019). Global Mobility of Highly Skilled People. Cham, Switzerland: Springer.

Hauri, D., Eisenhut, P., and Lorenz T. (2016). „Knacknuss Wachstum und Zuwanderung: Hintergründe unde Zusammenhange.”Stiftung Zukunft.li. Retrieved 28 May, 2020, from https://www.stiftungzukunft.li/application/files/3215/1635/3318/Knacknuss_Wachstum_und_Zuwanderung_Endfassung_22_11_2016.pdf

Platonova A. and Urso, G. (2012). „Labour Shortages and Migration Policy.” International Organization for Migration. Retrieved May 28, 2020, from https://publications.iom.int/system/files/pdf/labour_shortages_and_migration_policy.pdf?language=en

Unconscious Bias: The Hidden Challenge in Modern Recruiting

Posted on November 29, 2023November 29, 2023 by Angie Weinberger

Unconscious Bias: The Hidden Challenge in Modern Recruiting

Unconscious bias lurks within every hiring process, silently shaping the contours of modern recruiting. In an era striving for inclusivity and diversity, identifying and addressing this hidden challenge is paramount. Despite the best intentions, biases can impact critical decisions, affecting the composition of teams and overall organizational culture. Recognizing the potency of unconscious bias ensures a fair and merit-based recruitment strategy, fostering a dynamic and empowered workforce.

Unearthing this subtlety demands a deep dive into our societal predispositions and subconscious tendencies. It requires courage to confront ingrained beliefs and norms, but the payoff is immense. By dissolving these biases, companies not only enrich their talent pool but also fortify their reputation as advocates for equity and excellence.

Navigating the intricate labyrinth of modern recruiting while mitigating unconscious bias demands a concerted, pragmatic approach. It calls for introspection, education, and deliberate action to implement procedures that safeguard objectivity and fairness. By shining a light on this concealed challenge, organizations can forge a forward-thinking path toward holistic and judicious talent acquisition.

Understanding unconscious bias in recruiting

Unconscious bias refers to the attitudes and stereotypes that affect our understanding, actions, and decisions in an unconscious manner. In the context of recruiting, these biases can manifest in various forms, such as favoring candidates who resemble current employees or making assumptions based on superficial factors like names or appearances. It’s essential to recognize that these biases are often deeply ingrained and can operate beyond conscious awareness, making them particularly challenging to identify and address.

Unconscious bias can lead to discriminatory hiring practices, limiting diversity and perpetuating inequalities within the workforce. Acknowledging its existence is the first step toward creating a more equitable and inclusive recruitment process. By understanding the roots and manifestations of unconscious bias, organizations can begin to dismantle its influence and pave the way for fairer hiring practices.

The impact of unconscious bias on the recruitment process

Unconscious bias can significantly distort the recruitment process, leading to missed opportunities for talented individuals and contributing to a lack of diversity within organizations. Biases can seep into every stage of the hiring process, from resume screening and initial interviews to final selection decisions, resulting in a homogenous workforce that lacks diverse perspectives and experiences.

Moreover, the impact of unconscious bias extends beyond individual hiring decisions. It can permeate the organizational culture, affecting employee morale, engagement, and overall productivity. Recognizing the pervasive nature of unconscious bias highlights the urgency of implementing measures to counter its influence and foster a more inclusive and dynamic workforce.

Common types of unconscious bias in recruitment

Unconscious bias can manifest in various forms during the recruitment process. Affinity bias, for instance, occurs when recruiters favor candidates who share similar backgrounds, interests, or experiences, leading to a lack of diversity within the organization. Confirmation bias, on the other hand, involves seeking information that confirms preconceived notions about candidates, potentially overshadowing their true capabilities and potential.

Halo and horns effects, where a single positive or negative trait influences overall perceptions, can also shape hiring decisions. Similarly, attribution bias can lead to unfair assessments of candidates’ accomplishments or failures, skewing their perceived suitability for a role. Understanding these common types of unconscious bias is crucial for developing targeted strategies to mitigate their impact on the recruitment process.

Strategies to mitigate unconscious bias in recruiting

Addressing unconscious bias in recruiting requires a multifaceted approach that encompasses both procedural changes and cultural shifts within organizations. Implementing blind recruitment practices, where identifying details such as names and addresses are removed from applications, can help mitigate biases related to gender, ethnicity, or socioeconomic background.

Additionally, structured interview processes, with standardized questions and evaluation criteria, can promote fairer assessments of candidates’ qualifications and skills. Training hiring managers and recruiters to recognize and challenge their own biases is also essential, fostering an environment of awareness and accountability. Leveraging technology to analyze and anonymize candidate data can further support efforts to reduce unconscious bias in recruiting.

Implementing diversity and inclusion initiatives in the hiring process

Incorporating diversity and inclusion initiatives into the hiring process is pivotal for combating unconscious bias and promoting a more equitable recruitment environment. This involves actively seeking out candidates from diverse backgrounds, experiences, and perspectives, and creating inclusive job descriptions and candidate requirements that attract a broad range of applicants.

Moreover, fostering an organizational culture that values diversity and inclusion can enhance the effectiveness of these initiatives. By emphasizing the importance of diverse perspectives and experiences, organizations can instill a commitment to equity and inclusion within the recruitment process, thereby mitigating the influence of unconscious bias.

Training and education to address unconscious bias

Investing in ongoing training and education for hiring managers, recruiters, and employees is crucial for addressing unconscious bias in recruiting. Providing opportunities for individuals to develop a deeper understanding of their own biases and how these biases can impact decision-making processes is essential for fostering a more inclusive and equitable recruitment environment.

Training programs can include interactive workshops, case studies, and discussions that challenge assumptions and promote empathy and understanding. By equipping individuals with the knowledge and tools to recognize and mitigate unconscious bias, organizations can facilitate a more objective and merit-based approach to talent acquisition.

Tools and technologies for reducing unconscious bias in recruiting

Advancements in technology have paved the way for innovative solutions aimed at reducing unconscious bias in recruiting. AI-powered recruitment platforms can anonymize candidate information, allowing for fair and impartial evaluations based solely on qualifications and skills. These platforms can also analyze language and tone in job descriptions to identify and eliminate biased language that may deter diverse candidates.

Furthermore, data-driven insights provided by these technologies can help organizations track and measure the effectiveness of their diversity-focused recruitment strategies, enabling continuous improvement and refinement. By leveraging these tools and technologies, organizations can proactively address unconscious bias and create a more inclusive and diverse workforce.

Case studies of successful diversity-focused recruitment strategies

Several organizations have successfully implemented diversity-focused recruitment strategies to combat unconscious bias and enhance their talent acquisition processes. For instance, some companies have introduced diverse interview panels, ensuring that multiple perspectives contribute to hiring decisions and mitigating the impact of individual biases.

Others have championed mentorship programs that support the professional growth and development of individuals from underrepresented groups, nurturing a pipeline of diverse talent. These case studies highlight the tangible benefits of prioritizing diversity and inclusion in recruitment, demonstrating the positive impact of concerted efforts to address unconscious bias.

The role of leadership in combating unconscious bias in recruiting

Leadership plays a pivotal role in driving organizational change and fostering a culture of inclusivity and equity within the recruitment process. By championing diversity and inclusion initiatives, leaders can set the tone for the entire organization, signaling a commitment to eradicating unconscious bias and promoting a fair and merit-based approach to talent acquisition.

Moreover, leaders can prioritize the allocation of resources and support for diversity-focused recruitment strategies, ensuring that these initiatives receive the attention and investment necessary to yield meaningful results. By actively engaging in conversations about unconscious bias and modeling inclusive behaviors, leaders can inspire and empower their teams to embrace diverse perspectives and challenge preconceived notions.

Conclusion and the future of unbiased recruiting

Unconscious bias represents a formidable obstacle within the realm of modern recruiting, but one that can be effectively addressed through proactive measures and a commitment to diversity and inclusion. By understanding the impact of unconscious bias, implementing targeted strategies, and leveraging advancements in technology, organizations can pave the way for unbiased recruitment processes that yield diverse and dynamic teams.

The future of unbiased recruiting hinges on continuous education, introspection, and a collective dedication to dismantling ingrained biases. As organizations embrace the imperative of inclusivity and equity, the recruitment landscape stands to evolve, fostering environments where talent is recognized and valued irrespective of background or identity. By embracing these principles, organizations can not only attract top-tier talent but also cultivate a culture of innovation, empathy, and excellence.

In confronting unconscious bias, organizations embark on a transformative journey toward fostering a truly inclusive and equitable workforce, one where every individual has the opportunity to thrive and contribute to the collective success of the organization.

As the modern recruiting landscape continues to evolve, the imperative of addressing unconscious bias becomes increasingly pronounced. By acknowledging its presence, understanding its impact, and championing strategies to mitigate its influence, organizations can forge a path toward equitable and unbiased talent acquisition. In doing so, they not only enrich their talent pool but also cultivate environments where diversity is celebrated, and every individual is empowered to realize their full potential.

Of Orchids and Men – Unconscious Bias in Recruiting

Global Recruiting – Eight Tips to Keep in Mind Before Hiring Job Candidates Abroad

Posted on February 18, 2023March 26, 2024 by Angie Weinberger

Global Recruiting is a challenge. Hiring your employees from other countries will give your company the chance to find a motivated and skilled workforce, particularly if your country is suffering from a shortage of skilled labor on a national scale in certain job sectors. But sourcing your workforce from another country is difficult if you have never done it before.

Here are eight tips that you should think about before you consider hiring from abroad:

Traditional and Online Marketing

Every country has its own set of laws that dictate how marketing and advertising are to be conducted. These set of laws are also applicable to online advertising and traditional recruitment marketing so make sure that you as a global employer follow all the laws of the country where you are sourcing and recruiting your workforce from.

Other than abiding by the country’s regulation when recruiting employees, you also need to ensure that your advertising and recruitment campaigns are non-discriminatory and follow the employment-related quota requirements required in multinational markets. Maintain clarity by mentioning the language requirements for the job postings, so nothing is lost in translation.

Job Applications Should Comply with the Local Laws

All written job applications have to abide by the laws of the country where you are recruiting from, which may vary from country to country. This indicates that you should be sensitive to asking certain questions that may be prohibited according to a country’s laws.

Another factor that you as a global employer should bear in mind is whether your job application complies with the law as well as whether you need to draft it in multiple languages before using it in your global recruiting process. You can hire an interpreter to help you with your recruitment process if your recruiting managers are not fluent in the same language as the job applicants.

Study the Compensation Packages

Ensure that the total compensation package that you are offering is enough to challenge the competition in the local market to attract the right candidates.

Make sure that the perks and benefits that your company offers other than the basic salary should also meet or exceed the candidate’s expectations in each country. You can set up a compensation baseline on a global scale.

Consider the following factors when deciding on compensation:

The labor market demand
Specific range of salary according to post
Cost of living
Exchange rates of foreign currency
Your benefits package should be in the same range as the ones offered by local companies

Conduct Your Research Using Online Recruitment Software

It is important that you understand what overseas job boards can target your potential candidates in the most effective way possible. You can then streamline your recruiting process by implementing an applicant tracking software to advertise job availability to your overseas job applicants.

Structure Your Interview Process

You need to be careful about how you go about structuring your interview processes as it may include adjusting to the different time zones, making travel arrangements for candidates for in-person interviews as well as seeking the help of an interpreter.

You can also make use of technology such as video calling or conferencing if you want to conduct an interview if you and the applicant are not in the same location.

Conduct Pre-Employment Screenings

Recruiting on a global scale requires a vigilant approach to pre-employment screenings with the help of applicant tracking software which can help you navigate through the recruiting process with ease. Before attempting to screen your job applicants, make sure that you check with the local labor laws to know what measures are permitted in that country.

Verify the Work Permit Requirements in Your Labor Market

Make sure that you verify and abide by the work permit requirements of the country where you are recruiting your labor force from as the work permit restrictions tend to vary from country to country. These work permit restrictions can limit your employee’s mobility and as well as further hindering the employment of your employee’s spouses as not all countries issue work permits to the spouses of employees.

Support Global Mobility Policies and Work with Spouses

Try to meet dual-career issues for your candidate’s spouse or partner while hiring your employees in another country. Ensure that your employees are aware of the immigration requirements and global mobility policies that may or may not permit their spouses to follow them.

Ensure that your company’s mobility policies are updated and in tandem with the host country’s mobility policies to provide spouse support services for your employees.

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.

Editor’s Note: Check out “Eight Major Barriers to Expat Spouse Employment”.

Of Orchids and Men – Unconscious Bias in Recruiting

Posted on November 28, 2019August 13, 2020 by Angie Weinberger

I used to once tell my colleagues that I sometimes feel that I am like an orchid. I would only blossom in the right environment and when I get a lot of love from the people working with me. As a creative person, I also need to feel safe and accepted and this is the hardest part because we often make connections between items that others will not connect. Also, connect people with each other who would not necessarily see why they should be connected.

On the weekend I attended a short workshop in a monastery of a Dominican sisterhood in Ilanz. There in the loving eyes of those sisters, I immediately understood why I would like my clients to come to our RockMeRetreat: It’s because my heart is my compass. I only trust my heart and sometimes I also listen to my brain. However, we are taught in our society to not trust our heart anymore and that is why many of us are unwell and feel stuck. At the RockMeRetreat I will give you all the love that you need to blossom like an orchid again. You will learn to trust your heart again. Feel invited and welcome. You can still join us in 2020. I’m accepting applications now.

Our project and event manager, Monika Fischer, a veteran of cross-disciplinary fields including global mobility, cleverly alternates between allegory and candid self-reflection of her own extensive career to outline some forms of biases that can be observed in professional spaces and how to handle them. You can read her full essay below:

I have never had a green thumb, that is until I lived in Singapore for ten years and got used to being surrounded by blossoming orchids. They look very pretty and colorful, come in many shapes, shades and sizes. Through the sophisticated ability to have so many faces, some people think that all orchids are extremely demanding. Are they though?

People use shortcuts, also called biases, unconsciously. Research shows that this filtering ability of our brain basically saves it from exploding due to too many impressions and data shooting into it any second. Over the evolution of humanity, our brain learned to generalize myriads of known circumstances, create patterns and suggest immediate solutions. We are not even aware of this process, hence unconscious.

Roche research showed (as addressed by Kristen Pressner at a TED talk in Basel in 2016) that people award different attributes to male and female personalities. Whereas men are connected with characteristics like leadership, providing, assertiveness, strength, and drive, female counterparts usually get attributes like supportive, emotional, helpful, sensitive and fragile.

For our everyday life, it might be too strong a requirement to change how we speak. In a business setting, however, I argue that one should step back from time to time, reflect and think again: when I say a manager or a CEO, do I use a “he” in the next sentence? What if I used a “she”, how would it change my perspective? What if I think of my male colleague as being supportive, emotional, helpful, sensitive and fragile? A female leader behaving assertively, driven and strong, is she a great leader or a “bitch”? There is no one-size-fits-all, even though our brain suggests easy readings.

My personal experience in the past several years in Switzerland when looking for new professional challenges for the age of 50+ (I turned 60 this year) uncovered several biases. Common in recruitment, in job ads and in the reasons for rejection. The general understanding says that older candidates are expensive, out of touch with technology, unwilling to learn, not mobile or flexible. There is also the perception that senior workers will be sick more often and take advantage of the pension fund and other statutory benefits.

That may be applicable to some or even most of them, I do not know. What I do know is that my life took me through several countries, forced me into various professional fields and in different career levels. I mastered all situations, brought up three millennials who now have excellent jobs, I even built a new successful business in a foreign culture.

Every 2-3 years I get a new certification or vocational training in something that interests me.

Yet, no wonder, I do not fit in a neat list of requirements that are expected from a regular job candidate in Switzerland. Basically, a linear resume with a field of study that I would work a number of years in. I ask myself, who is it that lacks flexibility? Am I really expensive? Maybe a potential employer needs a person skilled in overseeing a vast field of challenges without losing the focus. Quick assessment of risks in early stages is more effective than problem solving later. Maybe I do not want to work full-time and my income is not the most important parameter for a job, maybe I wish to have a role with a purpose. Sounds familiar? You probably connect these expectations with young generations.

So, I am now an orchid lover. As mentioned above, some people never want to hear about having orchids at home. They are too sensitive, demanding, need too much care. Do they really?

Those who know and love orchids will tell you that they are easy to care for, blossom for months, return to bloom for years when you give them basic care. In the past, I would buy a blooming plant that would lose the blossoms within days and then turn into a “salad”, a green-only something. Very often, I would soon discover some busy leaf bugs or mites and throw the plant away.

My orchids do not get leaf bugs.

However, one day I found out that one of my orchids had tiny, white bugs around the submerged roots. Another day, I realized that another orchid was not only getting wrinkly leaves, but it had also not blossomed for a long time.

Did I change my mind about orchids then? Did I throw them all away? I didn’t. Did I say: All of them get bugs and wrinkles? I didn’t.

I have 13 orchids, so I know that the majority of them behave differently. Let some of them be unhappy, inflexible, in a bad mood. After all, they are just living beings. Give them a chance to show what they can do for you.

Imagine! One of my oldest orchids even rewarded me with a soft fragrance over several months this summer (I know, these species are not supposed to scent, yet it did). Be open-minded and you will meet wonderful orchids – and people. They may not be easy to read at first, but they will reward you along the way.

About the Author

Monika Fischer is an experienced international professional in relocation and global mobility, a versatile client and account relationship manager. She is also well-versed in sales, real estate marketing, office, and project management and skilled in effective communication in international teams.

Monika still has capacity outside her current commitments with us. She can help you on a contract or part-time basis. You can contact her through LinkedIn mentioning GPT or email her for further contact at abcd.mf@gmail.com

Ten Tips for Writing Inclusive Job Postings in Switzerland

Posted on March 26, 2024March 29, 2024 by Angie Weinberger

Job postings are crucial in attracting diverse talent, but overt and subtle discriminatory language can inadvertently exclude certain groups. In Switzerland, where diversity is supposedly valued, discriminatory language must be recognized and eliminated from job advertisements. Creating inclusive job postings in Switzerland fosters diversity and attracts many talents. Organizations can contribute to a more equitable and welcoming job market by carefully crafting language and eliminating unintentional biases.

Why do we need to get better at writing inclusive job postings?

Diverse Talent Pool: Inclusive language attracts candidates from various backgrounds, promoting a diverse and dynamic workforce. We suffer from a lack of talent, and at the same time, we hold back diverse talent from applying to our jobs because we use exclusive language and portray an image that stops great talent from applying. A study by Harvard researchers, carried out on a job platform, revealed that adverts for roles in stereotypically ‘male’ areas, such as analytical or management roles, attracted a higher proportion of qualified male applicants than females. We need to actively encourage female and rainbow talent to apply.

https://www.weforum.org/publications/global-gender-gap-report-2023/

Legal Compliance: Discriminatory language can have legal consequences. In Switzerland, adhering to anti-discrimination laws is essential to maintaining a fair hiring process. Still, research by ETH confirms that there is widespread discrimination not only against hiring from abroad but also towards second-generation immigrants IN Switzerland.

“Ethnic discrimination in hiring decisions has been well-documented in many countries, with ethnic minority jobseekers writing about 50% more applications before being invited for a job interview than their majority competitors (Zschirnt and Ruedin 2016). However, it is not only first-generation immigrants that are affected by ethnic discrimination but also their offspring.”

Corporate Reputation: Job postings reflect the company’s values. Inclusivity enhances the organization’s reputation and fosters a positive employer brand. I mentioned the Coop fiasco recently and I think there are enough challenges for inclusion in the Swiss workplace so if you would like to attract more foreigners you need to understand inclusion better and also work towards better inclusion in your onboarding process.

Easy to Implement Ideas for Inclusion

Innovation and Creativity: Diverse teams bring varied perspectives, fostering innovation and creativity within the workplace.

Employee Morale: Inclusive language signals that the company values all employees, boosting morale and creating a positive work environment.

Ten Tips for Writing Inclusive Job Postings

Use Gender-Neutral Language: To ensure inclusivity, use gender-neutral titles and pronouns. Follow the UN Guidelines and our templates provided in “The Global Rockstar Album.”

Focus on Skills and Qualifications: Emphasize the skills and qualifications necessary for the job, avoiding unnecessary criteria that may exclude certain groups. Explain the exact necessity of language proficiency and add the roster from the European language certificate framework.
Apply Cultural Sensitivity: Be aware of cultural biases and use language welcoming to candidates from various cultural backgrounds. Learn about white supremacy and privilege to reduce bias and stereotypes in your recruiting process. The Global Rockstar Album has an extensive reading list on the topic, and I offer customized workshops on unconscious bias and inclusive leadership.
Use Disability-Inclusive Language: Frame job requirements around skills, allowing individuals with disabilities to showcase their abilities.
Avoid Age-Related Language: Avoid terms that may imply age preferences. Instead, focus on the required skills and experience.
Incorporate Diversity Statements: Include a diversity statement highlighting the company’s commitment to an inclusive workplace. Encourage women and rainbow talent to apply even if they do not meet the full criteria of the job posting.
Seek Input from Diverse Teams: When crafting job postings, consult with employees from diverse backgrounds to ensure inclusivity.
Review and Update Regularly: Job postings should be reviewed and updated regularly to align with evolving diversity and inclusion best practices.
Check Your Imagery and Look and Feel: What message does your recruiting website convey through its imagery and look and feel? Ask users of different generations and backgrounds to give feedback on the “vibe” they get from your recruiting website and all your social media channels.
Be approachable: Ask your recruiters and hiring managers to post roles and be approachable for questions. Ask them to accept candidate connection requests and have a qualitative database for direct feedback on your candidate experience. There is so much you could learn from listening to diverse candidates.

By adopting these practices, organizations in Switzerland can create job postings that comply with legal requirements and foster a welcoming and inclusive workplace culture. Please book a first consultation with Angie Weinberger for expert guidance on creating inclusive job postings and fostering a diverse workplace.

https://calendly.com/angieweinberger

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