Profiling in the Workplace—What You Need to Know

The recent incident where a black Harvard professor accused an officer of the Cambridge Police Department of racial profiling reminded me that the subject remains controversial, even to the extent of making national headlines. Yet racial profiling is only one example of unfair treatment. Other types of profiling are equally egregious when they have a discriminatory impact on people. It strikes me how prone we are to profiling one another.

Much attention has been given over the years to profiling in the workplace, and the resulting discrimination that may occur. However, not all profiling is bad, and in the employment process it can actually have a positive impact on those searching for work. I think it is important to define several terms to understand the disparate effect profiling may have on people.

Webster’s dictionary defines the word profile as “a set of characteristics or qualities that identify a type or category of person or thing.” In psychology, it refers to “a description of behavioral and personality traits of a person compared with accepted norms or standards.” The Encarta dictionary defines profiling as the “analysis and classification of something based on personal information such as: ethnicity, shopping habits, or behavior patterns, used e.g. in criminal investigations or product advertising.” Both words are used in an evaluation process.

Profiling in the workplace is inappropriate when bias enters the process. Encarta defines bias as”an unfair preference for or dislike of something.” The Thesaurus compares the word to “prejudice, unfairness, or foregone conclusion.” Bias is illegal and becomes workplace discrimination when it results unfair or unfavorable treatment due to race, religion, national origin, disability or veteran status, or other legally protected characteristics such as age sex, and color.

Profiling is common practice and can be controversial because it affects our everyday actions. It is evident that it can have a negative impact on those searching for work. Good interviewers can become expert at profiling, therefore applicants and candidates must be alert to such practices, and know how to effectively respond.

A proactive response for example, is to control what the interviewer initially knows about you. You do this by carefully preparing your resume, particularly how you describe yourself in a short introductory profile or summary. Choosing references wisely and knowing what they will say can work to your advantage. Astutely sharing information from personality and other types of aptitude tests can help you present the profile information you want the interviewer to know about.

How you deal with profiling is important to your job search success. Here are a few tips—

· Have a realistic understanding of your strengths and weaknesses
· Be aware of what legal discriminatory practices might affect you
· Be aware of personal characteristics that could cause bias toward you
· Be prepared to respond to attempts to profile you in a discriminatory or biased manner
· Become fluent in turning negative statements into positive action or attributes
· Be prepared to describe yourself briefly and interestingly

Is It Enough to Just Think About Ourselves?

The prayer of confession in today’s church service caused me to pause and reflect on how much emphasis I put on the importance of achievements in our weekly Searching for Work group meetings. Perhaps too much so—

I think it is sometimes difficult for those searching for work to recognize that God is with them—even in difficult times. These words reinforce that we are not alone.

“Holy God, sometimes we are so proud of our own achievements that we forget about you. We pay more attention to our goals than to your goals for us. We confess that our lives are more focused on what we do than what you have already done. Forgive us Lord for thinking we can earn your grace. Help us to see that there is more power in what you have given us, than in what we could ever achieve for ourselves.”

Knowing that God is with you is a powerful incentive to continue the struggle of searching for work.

Walking in the Footprints of the Unemployed

Some people who are employed just don’t get it! They just don’t understand how lucky they are to have a job in this time of uncertain employment. I am sure most people are aware of the problem of high unemployment in the U.S. Even though there are signs of the recession easing, the forecast is for unemployment to continue at a high level through the end of 2009. Yet some people go about their work unaffected by the current reality of job insecurity. One thing I have learned is that job security is a contradictory figure of speech—an oxymoron. It is a myth!

Lucky to have a job does not necessarily mean you have to like it. But one thing working people should have learned from the present level of joblessness is a greater appreciation for still being employed. Perhaps they should try walking in the footprints of the unemployed so that they can approach their work with a new perspective,

I would like to share a recent experience to illustrate the type of behavior I am talking about. I was shopping at the meat counter of a highly regarded supermarket, and overheard two counter employees complaining about their jobs. I interrupted their conversation, and said they should feel fortunate to be employed. There response to me was, “if you think this job is so great, you are welcome to come behind the counter and do it.”

Maybe I have become too sensitive to the plight of the unemployed, but how much understanding does it take to recognize that—but for the grace of God go I—maybe taking a few steps in the footprints of the unemployed might help.

A Recruiter’s Viewpoint on Resumes

Resumes are rarely interesting.

Resumes rarely provide much meaningful information about the applicant’s experience.

Honesty is difficult to achieve in a resume or interview.

Applicants say what they think the recruiter wants to hear.

Applicants are rarely interesting. Candidates are frequently interesting.

A recruiter’s interest in an applicant may change based on the amount of flexibility in the job spec. Recruiters screen out applicants and screen in candidates.

Recruiters know more about what they are looking for than applicants know what they are looking for.

Searching for Work - Developing a Winning Strategy

Consider these Guidelines—

Choose the type of work you want to do. It enables you to focus your search effort, and yes, you can be creative.

Develop a search plan. It provides the framework for an organized campaign.

Create meaningful marketing material. It sets you apart from your competition.

Expand your business network. It enables you to stay connected and discover work opportunities.

Avoid searching for job security. It is elusive and difficult to define.

Engage in continuous learning. It helps you remain relevant in the marketplace.

Develop your skills and expand your interests through volunteering. It is an opportunity to share your talents, and may lead to paid employment.

Seek work in the mainstream of a business. That is where your talents have the greatest chance of being recognized and rewarded.

Avoid toxic social environments. They destroy optimism.

Forget about being unemployed. It hinders motivation. Always work at something.

Record your progress. It brings clarity and focus to your search.

Understand that your search is difficult work. Approach it with dedication, vigor, and intelligence.

Recognize a dead end when it occurs, accept failure, and decide what you are going to do about it. Move on—there is always another path to searching for work and achieving success.