CVs etc, ALLOW THE PEOPLE WHO REVUE THEM TO BE *PREJUDGMENTAL AND RACIST!
*The act of ‘prejudging’ someone rather than something, while the word, itself, has been linked with chauvinism and xenophobism.
An update of the 2003 article, which is still valid today.
Question: 2 people submit a 1 page CV. One of which is shorter (in content) than the other. Therefore, which one of them would an uncorrupt, impartial & un-prejudicial CV reviewer choose to employ…?
While you ponder that – put yourself in the CV reviewer’s position, even – I will now explain why those responsible for Racial equality, especially when it comes to the hiring of staff, are, themselves, racist.
According to them and others, a person should be employed on the basis of their ability to do the job and NOT their racial origin, gender, etc. So, why, then, do they and others insist that companies give job ‘priorities’ to non-whites and women?
NB. In 2003, 52% of the UK population were female, and so they were sexist as well, confirmed by Cosmopolitan magazine, who claimed that there were 3 million more women than men in one of their articles.
In addition, they have complained about not enough ethnic minorities applying for jobs. Since a person is under no obligation to state their racial origin on a CV, then…!
Other than that, the blame lies squarely with:
1) Not enough non-whites bothering to apply for the job. And, or 2) Not enough non-whites have prior access to the relevant training for the job criteria. Blame the Government and Tory Blair’s lack of any Education X 3. That being another one of his failed 'to do' mantras.
To fully appreciate the reality of the first point, you only need to look at the British Women’s super league and see just how many non-white players there are compared with the 20 Premier League clubs. A clear, and with it, obvious indication that non-white female teenagers have little interest in kicking a ball about professionally and to the ‘essential’ standard necessary.
As for those moronic employers who ask for experience. What experience did they have when they, with no experience, applied for a job? So much for those who have undergone formal training but have no actual work experience.
10th November 2004 (approx). And, according to Teletext, in a case of life imitating art, in particular, a former Labour election campaign advert and a scene from the film “Moonraker”, the CBI has warned that, unskilled people, in particular, those in the customer service sector, are likely to find themselves consigned to the scrap heap, courtesy of Tory Blair. Talking of which, it is a forgone conclusion that the Prime Minister, be they Tory Blair, David Cameron and, now, Boris Johnson, appoint MP’s with absolutely NO experience to cabinet posts/positions, only to, then, later on, move them to a different post in a cabinet re-shuffle (see the TRUTH’s article: ‘How competent are MP’s’).
NB. It’s worth pointing out the fact, without customer service/shop workers/assistants, there would, of course, be no shops…!
The point that has been noticed from the Racial Equality body and others, is this: Insisting that employers hire ethnics over WASP’s (White Anglo Saxon Person), amounts to selective, racial harmonisation.
Incidentally, the “etc” in this article’s subtitle, refers to job application forms etc, which ask the applicant to indicate their ethnic origin. WHY? Unless they intend to…!
Body language and Psychometric tests are the two main corrupt and prejudicial tools that stereotypical psychologists came up with in order to justify their existence in the employment field. Unfortunately for them, body language positions can be staged in the same way that someone can LIE. Indeed, Dr Harold Shipman managed to undermine the integrity etc of these so-called experts for some 25+ years. In truth, the stereotypical Psychometric tests fail to realise that there are other options, while treating/regarding the person taking the test as a programmable “Android”, and for which the corrupt, unimpartial, prejudicial Psychologist’s correct answers are the input for the somewhat, otherwise, mindless Android. Back to Drax’s policy from the film “Moonraker” again, which is reflected in attitudes to people who do menial tasks.
To my knowledge, Tesco used Psychometric tests when hiring staff.
As for References: 1) Few college graduates or school leavers “can provide references from a former employer” that reflect the job they are applying for (a student who worked in retail applying for an office job). 2) Since references cannot be detrimental, as they could be subject to slander/libel, then…!
On the question of education: 1) Until recently, schools did not give pupils access to PC’s let alone Microsoft Office education. 2) No school educated Toyah Wilcox to be a singer songwriter, TV presenter and Shakespearean actress who admitted to being dyslexic. The same also applies to Lennon and McCartney of the Beatles, while Paul McCartney, in an interview for a show, admitted he’d never written a single note of music until then, long after Lennon had been shot.
Back then, a female HR person for one of the two main supermarkets in the UK, acted prejudicially with regards to hiring someone for the delicatessen counter. The following is true and accurate.
‘When I was interviewed by the female personnel manager for a vacancy, she, as I latter realised, prejudicially, asked me if I, as with all (clean shaven) men who work for supermarkets, use after shave. In point of fact, I use a face cream in the same way that women use a similar cosmetic item.’
He didn’t get the job, which noticeably went to a woman, while questions like that can only be construed as unimpartial (synonymous with corrupt and prejudicial).
Answer to the question at the start:
It is a forgone conclusion that the longer CV should demonstrate that the person has more to offer, and anyone who rejects it on the basis that it is too long, should be sacked/replaced. (see next.)
19th August 2005. And, according to Ceefax, an Investors in People survey found that 75% of bosses and 80% of staff thought some colleagues were “dead wood”. However, 40% of workers said that their managers did nothing about colleagues not pulling their weight.
11th September 2005. And, according to Teletext, a 29-year-old pottery designer, one who began her career on a £40-a-week Government training scheme at nearby Wedgwood, has been insured for £1.5 million by her employers who have described her as a phenomenon. So much for experience.
That clearly demonstrates that which most, if not all, employers, hung up on experience, don’t have enough brain cells between them to work out – while the same applies to unnecessary and costly overtime – and that is, if they want to employ ‘more staff’, then they will either have to:
1) ‘Pinch’, as it were, experienced people from an-/other company/companies, who will then have to do the same. Or 2) As with the ceramics company above, do the more intelligent thing, which is to employ people who are trained and yet don’t have work experience.
Going back to 1) Thereby creating a jobs merry-go-round, reflected in the fact that, despite the ongoing, perpetual on-line job vacancies being advertised, while the total amount of on-line job vacancies in 2019 (pre-covid), exceeded the total employable UK population and with little affect on unemployment to show for it.
One oh so obvious final point, and that is, the person who undertook/performed a task for the first time (lawyer, doctor, nurse, teacher, dentist, a hair stylist, even, etc), had ‘ABSOLUTELY NO EXPERIENCE’ (as it is referred to here) whatsoever!
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