One of the most staggering collaterals of the financial crisis, globally but particularly so in Europe, has been the increase of inequality across social fabrics, as we previously outlined in relation to the US.
As attention was being narrowed to a more micro level, bearing in mind the state of mobility and recruitment, we argued that résumés are messing up recruiting. This is because these curricular vitae lead recruiters to put disproportional emphasis on skills, work experience and schools attended, rather than on what truly counts such as the applicants’ behaviour, work ethic or ability to fit into a company’s culture. And these are all arguably more important qualities of good managers. But with HR managers placing too much attention on previous work experience and schooling can come a huge social cost: such common recruitment practices tend to favour those people from well-off families. These families often have strong ties with prestigious employers, making it more likely for their children to be placed there. They are more likely to be able to afford private education, which has often shown itself to be a passport to good jobs. In short, the current employment practices give applicants from wealthy backgrounds some distinct advantages. Continue reading