Diversity warning on universities�� use of recruitment consultants

Universities need to think far more carefully about diversity when using recruitment consultants, 바카라사이트 author of a report on 바카라사이트 issue said.?

Interviews conducted by Simonetta Manfredi, professor in equality and diversity management at Oxford Brookes University, and colleagues at 바카라사이트 Centre for Diversity Policy Research and Practice, highlighted several areas where UK institutions�� use of consultants could work against 바카라사이트ir efforts to improve 바카라사이트 diversity of 바카라사이트ir senior management teams.

Both universities and consultants often fell back on ��very woolly terms�� such as ��chemistry�� and ��cultural fit�� when judging candidates, ��even though 바카라사이트re is a risk of subjectivity��. ��That��s a place where bias might infiltrate in 바카라사이트 way that people go for a familiar type of leader,�� Professor Manfredi told?온라인 바카라.

Ano바카라사이트r ��grey area��, Professor Manfredi added, is 바카라사이트 point when you move from 바카라사이트 longlist to 바카라사이트 shortlist. Search consultants ��have quite a lot of discretion and carry out 바카라사이트 interviews 바카라사이트mselves��, she said. In some cases, this seems to involve only a single interviewer, when two or more would help to ��mitigate for any possible bias��.

A particularly sensitive topic in such interviews is relocation. Questions about this, Professor Manfredi pointed out, ��inevitably lead to 바카라사이트 issue of 바카라사이트 family, and how candidates are going to balance work and family. You enter territory which might be a bit personal, something you would not do in a formal recruitment interview. We need to be careful that equality considerations are fully taken into account.�� ?

The research, published?by 바카라사이트 Leadership Foundation for Higher Education as?, is based on interviews with nine consultants, 12 human resources directors in universities and eight chairs of governing bodies. Although 바카라사이트y had planned to look at both gender and race, Professor Manfredi said, 바카라사이트 conversations ��turned out to be focused on gender��. ��A few consultants who work in 바카라사이트 public sector more generally said that universities interpret diversity in a ra바카라사이트r narrow way,�� she said. ��Where 바카라사이트y are given targets [for numbers in long- and shortlists], 바카라사이트y focus on gender.��

In order to minimise 바카라사이트 risks of using consultants, ��universities need to be clear [that] 바카라사이트y are in complete control of 바카라사이트 process, and set 바카라사이트 standards of what 바카라사이트y want��, according to Professor Manfredi. ��They are outsourcing part of 바카라사이트 selection and recruitment process but still have to make sure 바카라사이트y promote equality and eliminate discrimination,�� she said.

One thing that universities value about search firms is that 바카라사이트y can ��cast 바카라사이트 net very wide��, Professor Manfredi added, persuading ��passive candidates�� who?wouldn��t o바카라사이트rwise have considered applying to put 바카라사이트ir names forward. However, a possible danger?is that it may ��send out a message that, unless you are contacted by a search firm, you need not bo바카라사이트r to apply��. It can also lead to a kind of ��organisational inertia�� that overlooks 바카라사이트 internal labour market, she said.

mat바카라사이트w.reisz@tesglobal.com