{"id":24505,"date":"2020-04-03T12:21:00","date_gmt":"2026-03-11T22:33:37","guid":{"rendered":""},"modified":"2026-03-11T23:33:37","modified_gmt":"2026-03-11T22:33:37","slug":"non-discriminatory-recruitment-guide","status":"publish","type":"post","link":"https:\/\/www.boostrh.com\/en\/non-discriminatory-recruitment-guide\/","title":{"rendered":"Non-Discriminatory Recruitment: A Practical Guide"},"content":{"rendered":"

Finding the ideal candidate can prove to be a real challenge. While recruiting someone with the right hard skills and soft skills is one thing, avoiding any form of discrimination throughout the process is another. And for human resources, this point is essential.<\/p>\n

While discrimination can be the manifestation of a deliberate choice, it is most often accidental and unconscious. Numerous unconscious stereotypes and biases limit the opportunities of job seekers and prevent them from accessing positions for which they are fully qualified.<\/p>\n

From drafting the job posting to the recruitment phase, referencing a discriminatory criterion can result in significant penalties for the company, which must comply with certain rules.<\/p>\n

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“Be aware that combating discrimination is a significant lever for improving your recruitment process.”<\/p>\n<\/blockquote>\n

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Breaking through “the glass ceiling.” <\/strong><\/span><\/h2>\n

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The “glass ceiling” is an American expression that emerged during the 1970s. At the time, it referred to the “invisible barriers” to the promotion of women within hierarchical structures.<\/p>\n

Today, this expression is no longer used solely for women but extends to all visible minorities who face the same barriers and difficulties.<\/p>\n

Whether in terms of compensation or positions, it is evident that certain individuals are blocked in their career advancement for reasons that are not legitimate. If this glass ceiling constitutes such a barrier, it is primarily because it is neither visible nor clearly identified.<\/p>\n

As a company, it is therefore within our responsibility but also and above all our duty to actively fight against this discrimination, particularly during the recruitment process.<\/p>\n

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Drafting and distributing the job posting. <\/strong><\/span><\/h2>\n

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The job posting must under no circumstances be worded in a way that excludes certain categories of candidates.<\/p>\n

There are currently 24 discrimination criteria established by law, upon which a company cannot rely to reject an application.<\/p>\n

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Among these criteria<\/a>, here are the main ones:<\/p>\n

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