Does Gender Affect HR Communication with Candidates? Share Your Thoughts on This Recruitment Dynamic

Hi everyone,

Yesterday, I was discussing with my HR friends the communication between opposite sexes in HR and the impact of this.

My question is, which is more effective if an HR is calling a candidate for a candidature (interaction between the candidates and HR)?

1. Male HR + female candidate
2. Female HR + male candidate
3. Male HR + male candidate
4. Female HR + female candidate

Men and women definitely have different ways of communicating. It's human nature that if a male is interacting with a female, his way of interaction will be different than when communicating with another male. The level of decency will be higher, expressions will be different, and convincing between different sexes is better than within the same sex. This is my perception.

I think communication between different sexes in recruitment is one of the important tools. What's your view on this topic?

Gentleman,

All this is a problem of the mind. Whether you are male or female, what knowledge, know-how, or competencies are important, not the gender of the person you are speaking to. This is 18th-century thinking. This question does not deserve a place on this forum.

Partho

Gentlemen,

This question is very much deserved for this forum, but one should have content for the discussion. I didn't get why you mentioned this 18th-century quest. This is based on human psychology, man... anyway.

Hi Abhishek,

The question you posted is of real importance. Choosing which option is a critical decision to make. Sometimes people are kind to the opposite sex, and vice versa. However, it is often the opposite sex that garners more respect; individuals tend to be more courteous in their interactions with the other gender.

Thanks and Regards, Srithala Devi

This issue is gender discrimination. Gender is not job-specific; therefore, HR has limited scope to practice gender-based HR. Moreover, any discrimination based on gender is illegal according to US and European labor laws.

Hi Abhi,

I think your predictions may not be correct in all cases. We can place some people into your predicted group, but not everyone will be the same. Sorry for contradicting your prediction.

Kamal

Dear friends,

Every human has the right to express his/her views. We must speak to express, not to impress. Whether the executive is male or female, let's focus on the matter being discussed and not on who is discussing it. Probably, adopting an attitude of "accepting a person for who he or she is rather than what you are" will help facilitate a healthy discussion.

V. Balaji

According to my past experience, I had four interviews at once. Out of these, three were conducted by females, and one by a male. All four interviews seemed equally good from my point of view. I was selected in all three interviews conducted by females, but in the last one, I was rejected by the male interviewer. Therefore, it is not the gender of the interviewer that is a plus or a negative point, but many other things that play a role in selecting or rejecting a candidate.

I agree with my colleague Partho. This forum does not require such articles. It depends on how sharp their IQ is, not their sex.

B. Dakshina Murty
HR Manager

Hi Abhi,

It differs from case to case.

Take, for instance, BPO - I have seen many campus recruitments where the girls dress "differently" than they usually do. The reason behind this is that they try to showcase their interesting culture, which may attract a particular age group of people and those who seek glamour and fun regardless of the job.

In the automotive industry, during an initial telephone discussion, if the candidate senses that the recruiter has no clue about the role, they will hang up and leave in minutes.

In civil industries, a tele-interview may not accurately assess a candidate's fit. Some individuals, especially at lower levels, may not be expressive while talking but can excel in their job.

Conversely, when speaking with a senior person in the construction industry, if the recruiter, including Corporate HR, lacks information about projects, they may prefer not to engage in direct conversations but opt for emails.

In the travel industry, individuals are typically information-savvy and value fast, quick, and smart communication while disliking stereotyped conversations.

(Accountants at mid and junior levels may not conform to stereotypes.)

The approach varies, but not based on gender (excluding in BPO).

Regardless of gender, a recruiter must possess comprehensive information about the role and represent the company effectively, as it is part of branding.

Dear Friend,

It is human psychology that people tend to be more polite toward the opposite sex. It is not a matter of gender discrimination or the 18th century. It depends on the executive's convincing power as well. I personally believe that generally, it happens that people behave in a more cultured way with the other gender at the time of conversation.

As At Raja mentioned, if you are broad-minded, there is no need to think about gender bias. I am 100% in agreement. It was just a question; don't be offensive or behave like close-minded people. You are all HR professionals; if you act like close-minded people, what about others? I didn't question the ability of any HR professionals, whether male or female. They are already trained for such communication. However, my question is, if there is communication between different sexes, there will definitely be a slight change you can notice, maybe at a micro level.

[QUOTE=Srithala Devi;777633]
Hi Abhishek,

The question you posted is of real importance. The decision of what to choose is critical. Sometimes people are kind to the opposite sex and vice versa. However, it is often the opposite sex that receives more respect. People tend to be more civil in their conversations with individuals of the other gender.

Thanks and Regards,
Srithala Devi

That is what I am saying. Thanks for the view. You will not find this in any HR book, but it's an important factor that we should recognize.
]

Hi,

It is all in the mind... what matters is what image you portray and how you carry yourself. In today's world, it hardly matters whether you are male or female. Each job can be competently done by either sex.

What an interviewer should look for in a candidate is knowledge, competency, job fit... sex of the candidate should not ideally be a factor.

Dear Partho,

Your question is good, but it totally depends on the interviewer's mood. HR professionals in MNCs want high-quality people, regardless of gender. So, don't worry about the interviewer. We can't predict whether the interviewer will be male or female. Therefore, seize the opportunity and get the job done.

Prathap
HR

Language is not a barrier to communication. We Indians are speaking from different locations, different cultures, and different language backgrounds, gathering under one roof and fighting for what is right. Our elders fought for freedom. In this movement, there is no problem of communication, culture, etc.

I have no idea what you wish to impart. But in my country, as well as all of Europe, and the USA, this sort of view is considered sexist and gender discrimination.

As an HR person, you should be aware of this.

Hey, honestly, we are appreciated for our work, skills, and communication. Therefore, there are no questions about gender feelings.

Hi,

I would say that you have asked a really intelligent question. In my experience, interactions where the male HR interacts with a female candidate and vice versa, are usually more effective. I have been working in HR, recruiting, and interviewing candidates for over 3 years, and my experience suggests this.

Regards,

I think it's real. In general, opposite sex attracts the persons. That's why mostly customer care centers recruit females.

Regards,
Shanmugam

Hello,

It seems everybody is annoyed by this question. This site is for clarifying the query or asking it, not for arguing on a certain topic. This is an obvious and correct question. I think Harman's experience is quite a good example of it. And obvious exceptions are always there.

Dear Friends Abhisekh and Partho,

I think it is nothing but a glass half full or half empty scenario. It is basically an individual's perception of things. However, it is a fact that one must be very soft and careful while discussing and communicating with the opposite sex, whether in an interview or generally. You cannot treat everyone with the same measure. While Partho may be right from his perspective, you cannot analyze and evaluate his perception and way of thinking.

Mindo

Hi,

Is HR allowed to discriminate on the grounds of sex? I am concerned that without clarification, you may inadvertently initiate a new phase of discrimination within the staff and the organization. Please address your doubts before proceeding with recruitment in the organization.

All the best.

Regards,
Ratna

Hello Ratna,

A word like discrimination is very harsh for an HR person in this context. It is nothing but remaining extra cautious and attentive while interacting with a female interviewer or interviewee. There is no terminology like "discrimination" in doing so. The only discrimination is when a person of the same competence in the male or female category is selected or rejected on the grounds of sex. Presenting oneself in a different mode is not discrimination but a style of presenting oneself.

I hope this meets the requirements of Ratna.

Mindo

It is not a matter of sex; it is a matter of qualities, perception, and capabilities. It is not that males are more efficient than females or vice versa; this is based on an individual's hard work and capabilities. It is not the case every time that one can predict whether females or males will succeed in a situation. This distinction becomes evident when it comes to the workplace. As a recruiter, I have had both very good experiences with females and bad experiences with males. Therefore, it is a matter of how one performs at work, not based on gender or any other external factors.

Well, to add to this and have a more clarified approach, candidates have always been more receptive to how the call starts and ends, how it is conducted, and primarily the follow-ups to candidates.

Once upon a time, I carried the same mindset regarding male-to-female communication and the high rate of closure. Eventually, there were more male recruiters who were successful in closing good candidates.

I feel it's about how seriously your candidate takes you on all your calls.

"Male or Female - It's the perception that sells."

Regards,
Vilas Ambre
Head - Recruitments