**WARNING – this post will highlight an issue with race that my manager has**
So the shortlisting started for the recruitment drive this week, and I have the privilege (pffft) of listening to the managers (very loudly) go through each application. My bosses seriously need volume control buttons because half of the time it is impossible to hear yourself think in the office (I’d love to mute them both)!
I have definitely learned alot about shortlisting just from observing them and thought I’d share their technique and logic behind their decisions….you know, just in case any of you are curious:
1. Disability status can determine whether or not you gain an automatic interview….if you have a disability and check the box on the application form then you get an automatic interview. I get why this is, I get the Employment Law behind it, but my issue with it is:
Manager: “They’ve ticked the box, they’re shortlisted”.
Me: “Do they have the qualification or experience that is needed for the role though?”
Manager: “It doesn’t matter, they’ve ticked the box”.
Me: “But, they need a PIN for this role”.
Manager: “It doesn’t matter….they’ve ticked the box. Simple as that”.
Basically – they’re willing to shortlist a hairdresser with no healthcare experience for a nurse role, because of this. Why shortlist someone for a role that they will be rejected from at interview stage just because they’ve ticked that box….surely they’d also need to meet minimum requirements too?
2. We can take people from different countries provided they have the relevant VISA status (or right to work in the UK) and qualifications….BUT:
Manager: “This ones Russian….she doesn’t have the basics to work over here so I’m rejecting her”.
Me: “Actually she’s Lithuanian….and she does have the minimum requirements plus the right to work over here”.
Manager: “There is no such thing as Lithuanian…they’re Russian”.
Manager: “There is no such thing as Lithuanian, they’re Russian”.
Me: “No….they’re not. Lithuania is an actual country, an independant country”.
Manager: “They’re Russian!”
Me: “They’re not….they’re Lithuanian”.
Manager: “Well it’s all the same!”
I did explain the history between Lithuania and Russia, I did explain that calling Lithuanian people ‘Russian’ could actually be considered offensive, and that by saying ‘it’s all the same’ did actually constitute racism. I was furious about how ignorant she was being about it, especially when all the paper work for this applicant was approved. The applicant was put forward for interview after I argued that she couldn’t refuse someone an interview just because she couldn’t tell the difference between two countries.
3. We can shortlist previous applicants….there is nothing barring previous applicants from applying for a new role, even if it’s the same position as they’d applied to before.
Manager: “I’m rejecting this one….they were shocking in the previous interview”.
Me: “When were they last interviewed?”
Manager: “Two years ago”.
Me: “Were they newly qualified then?”
Manager: “Yeah, but that’s not the point”.
Me: “Oh I think it is, they’ve had two years clinical experience since! Surely it’s best to give them a chance at an interview now they have a bit more confidence and more skills gained in the workplace?”
Manager: “But they were god awful last time!”
Me: “But that was two years ago! Are you the same person you were two years ago?”
Manager: “Hmpf….I was never that bad in interview”.
I hope you all learned a valuable lesson about Shortlisting today…..DON’T do it like my bosses! Use your common sense and follow the rules!
Happy Thorsday folks!
(A giggly Hiddles for you guys and gals today)
PS – todays song of the day is:
Passenger – I hate (Starting to absolutely love this band)