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The Curriculum Vitae: Not Beating Around the Bush, eh?

The Curriculum Vitae: Not Beating Around the Bush, eh?

So it appears that when applying for jobs in Germany (and Europe in general), job applicants are expected to provide a curriculum vitae (better known as a CV). It’s like a resume, but different. In Germany, it’s called a lebenslauf.

It shouldn’t be a big deal but… it kind of is.

The biggest difference between a resume and a CV is that the latter requires the applicant to include a picture and personal information – and when I say personal, I mean information that would be illegal for a hiring employer to illicit during the recruitment process in Canada: age, sex/gender, marital/family status, citizenship, etc. I’ve even seen samples of the CV where the applicant lists the names of their children.

So… I’ve drafted a CV but I can’t help but wonder what bearing these insights into my personal life would have on me getting/not getting the position. Will my photo work in my favour, or against me? Will they see that I’m childless and think “Oh good, so she won’t mind working lots of overtime”?

Having said that, at least they’re not beating around the bush. They are admitting to having a discriminatory eye upfront rather than trying to pry the same kind of insights by asking roundabout questions during the interview process. If the German employer is not looking for someone like me then at least they’re not wasting both of our time going through the niceties of an interview that would go nowhere.

If anything, it’s not like one cannot pass judgement on resumes lacking personal details. If someone earned their high school diploma in 1992, does this not help imply (infer?) someone’s age? If someone has been employed and educated in Warsaw, is there not a big possibility that he/she is not a Canadian citizen?

I borrowed a book from the library: Unbeatable Resumes, by Tony Beshara. The book is okay; it has some good tips. I was somewhat disappointed though when I came upon this section addressing – what I’d like to call – textually-apparent minorities:

“If your name makes it obvious that you are of a member of a minority group or are foreign born, you may want to consider changing it for resume purposes only. Now, you probably will respond with horror: “Well, that’s discrimination! People shouldn’t decide on interviewing me based on my name.” You’re absolutely right! It is discrimination. All hiring is discriminatory. Some of it is legal, and some of it isn’t. But remember that you are trying to get job interviews, not change the world. If you’re uncomfortable doing this, don’t do it.”

I’ve seen coworkers disregard resumes that have crossed their desks based on the applicant’s name because it was “funny” looking, or took it to mean that the applicant couldn’t possibly be fluent in English – or that even if they were fluent, our customers/clients wouldn’t be able to get past their (assumed) foreign accent.

On the flip side, there is the instance when your English/Christian name awards you an interview – only to arrive for the interview and be informed that “the job has been taken” because they weren’t expecting you, racially speaking.

According to Beshara, “All hiring is discriminatory”. This is true. If it wasn’t, recruiters would place all resumes in a … big hat, close their eyes, and draw one from the bunch. The degree of discriminatory practices may vary, but it will happen: if not based on your resume, or CV, then based on your interview. It’s inevitable.

So is my hesitation of submitting a CV a reflection of the discriminatory practice or my assumptions/paranoia regarding the practice? In other words, is this anxiety about the curriculum vitae? Or is it about how I see myself in the eyes of others?

One thing is for sure: I am overanalyzing the s**t out of this.

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Posted by on August 8, 2012 in Applying for Jobs

 

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