should we hide everything to ensure inclusiveness?

To fight against discrimination, would anonymous CV be a solution? An investigation carried out by the Dares shows that a candidate with a North African-sounding name must send 1.5 times more CVs than a candidate with a name considered French to obtain the same number of interviews. But the surname is not the only vector of discrimination.

It is precisely to allow meetings that would ordinarily have been impossible that the platform I’m not a CV was born. Its principle is simple: offer companies the opportunity to meet candidates not on the basis of their CV, but through other levers, such as speed dating. This is how – for example – an ex-florist was hired by an insurance company. Her CV was not really calibrated for the job and yet, she now excels at it. “We are not saying that the CV is useless, but in our opinion it is sometimes a bad tool for a first meeting”explains Yann Bustos, Development Director of jenesuispasuncv.

So, if the minimalist spirit of Marie Kondo were to descend on the lines of our CV, what would waltz first? Yann Bustos has a strong opinion on the issue: we should start by erasing the age. And for good reason, research shows that it is the most discriminating factor in France. “The results show that a candidate aged 48 to 50 has three times less chance as the reference candidate to obtain a job interview. From the age of 45, the risks of being rejected increase considerably”, we can read in these jobs dedicated to the subject.

Indicate your marital and family situation can also play tricks on a candidate. The worst thing is that from one recruiter to another, it will not be for the same reasons…! “A married person who already has children can be a guarantee of stability, but the assumptions also go in the other direction. We can say that the parent will be less available”, underlines Yann Bustos. As for the addressit can not only be discriminatory due to the reputation of a neighborhood, but also cause fear of too frequent delays if it is located too far from the workplace.

Of course, there is finally the name and surname, which, as seen above, are highly discriminatory. Likewise for the photo, and for reasons not always obvious. A study demonstrated thata woman deemed attractive was quickly excluded from the processes…Be beautiful and don’t work?

“I like having personal information to create a connection”

Consultant and founder of Ty Talents, Elodie Allain has another vision of the problem. She is not in favor of the zero waste version of CV. She likes to collect as much information as possible to better understand the personality of the person she is interviewing. For example, there was a time when recruiters liked to know where a candidate had served in the military, because it was an informal way of establishing a connection.

According to her, the hobbies are for example an interesting source of information: “If a person is captain of an amateur handball team, we can hope that they will be able to unite a team”, she illustrates. A point on which she is joined by Yann Bustos. He also believes that even if they are often connoted, hobbies can be instructive in that they allow us to understand how the candidate likes to recharge his batteries.

More generally, this can provide additional information on behavioral skills. However, he notes that “some candidates prefer not to register any hobbies because they believe that their activities are not interesting enough”. A new potential source of inequality?