Conventional wisdom says that it is up to job candidates to sell themselves to an organisation. They need to come prepared – undertaking all the necessary research, anticipating and practicing answers and so forth. The process is largely the same for organisations big and small – across different industries and even across countries. There are of course some variations in the process, but, when you think about it, it’s a surprisingly homogeneous system. This is especially true when you consider people are very different and the needs of businesses vary dramatically.
So is it time we rip up the recruitment rule book?
There’s one very compelling piece of evidence in favour of taking a different approach – diversity. I’m not just talking about diversity in the sense of greater representation of ethinic minorities or women. I’m also talking about how the vast majority of organisations or professions veer towards creating monolithic workforces. For example, how journalism is dominated by private school educated people often from the South East of England. We all know how detrimental a lack of plurality of backgrounds and experiences in an organisation or industry can be.
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