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 Home : Developing a Workplace Program : Employment Matter Solutions : Recruitment and Selection : Section B Return to the previous submenu
Issue 3 - Impact of the Human Factor

Listed below is a range of situations and circumstances that are likely to result when this human factor intervenes:

  • New issues and concerns are raised and discussed about one candidate only
  • Unexpected factors irrelevant to the job can come into play because of the referee’s mindset
  • Personal opinion, aired by the referee, with respect to he applicant’s family plans and level of commitment due to family, can work against women
  • Referee comments triggers caution because the referee personally wouldn’t, or hasn’t, employed a woman in such a senior role
  • Unlike men, women candidates can suffer disadvantage due to the provocation of gender bias and stereotypical assumptions held by the recruiter
  • The language used by the referee to describe women is different and less professional than that used to describe men e.g.; ‘co-ordinated’ the event (female) versus ‘managed’ the event (male)
  • Once referees have assessed candidates from different perspectives, using alternative measuring sticks, the inconsistent data is used to make comparisons

 

Proceed to Issue 3 - Neutralising the human factor
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Did you know . . .

Women are significantly over-represented in low-paid, low-status work.
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