Blind CVs, a measure in favor of diversity.
If you work in Human Resources, you've probably asked yourself repeatedly, "Is gender, location, or age really more relevant than a candidate's professional experience?" Or perhaps, as an internal client, you've been more influenced by these factors when selecting a new team member. I'd like to tell you a little more about this topic, which, although not widely discussed in Mexico, seems to be gaining popularity. The Blind Resume is a measure implemented primarily in European countries in late 2006, where, even within their equality legislation, a clause was added stipulating that the candidate's resume information must be presented anonymously, eliminating personal details such as name, gender, age, place of residence, and including a photograph. This new resume format aims to focus solely on what's most relevant when applying for a new job: the candidate's skills and competencies. Furthermore, using this document anonymously facilitates the hiring of women, older adults, immigrants, and members of minority groups. Thanks to the diversity of our staff, high-performing teams are forming. Sharing experiences with people from different cultures, ages, professions, and even preferences enriches and strengthens our knowledge base by discussing diverse ideas and experiences to solve problems. Knowledge management theory posits that knowledge is a human act based on interpreting information to act in a given situation. Therefore, it resides primarily in people and is enriched the more it is shared. Working in an inclusive and diverse environment will contribute to achieving the organization's objectives. At GDI, we have improved our recruitment and selection strategies by focusing solely on candidates' competencies from the very first interview, fostering a better work environment and organizational culture. Would you like to work with us? At GDI, we value extraordinary effort and are always looking to work with the best people. Contact us! Sydney Velázquez Mendoza – Talent Acquisition Analyst at GDI
Changes you should know about in outsourcing
The new Outsourcing Reform was approved by the Senate in April 2021. This reform regulates outsourcing, prohibiting the subcontracting of personnel but allowing the subcontracting of specialized services or the execution of specialized projects that are not part of the company's core business or primary economic activity. The goal of this reform is to prevent companies from continuing to engage in unethical practices, such as tax evasion or violations of workers' rights established in the Federal Labor Law. WHAT ARE THE MULTIPLE CHANGES TO THE REGULATION OF SUBCONTRACTING IN OUR COUNTRY? The legal changes that will be applied in relation to outsourcing are as follows: Companies that choose to disregard these new regulations will be subject to fines. OUTSOURCING FINES: IN CASE OF VIOLATION OF THE LAW… The approved modifications include reforms to the Federal Labor Law to impose a fine of up to 4,481,000 pesos (up to 50,000 UMAs) for anyone who carries out or provides subcontracting services without the corresponding registration. Likewise, changes will be established to the Federal Tax Code to consider this practice as a tax fraud offense, punishable by up to three years in prison. If an employer does not allow inspection and oversight by the authorities, they will be subject to a fine of between 22,000 and 448,000 pesos. ACTIONS THAT THE HUMAN RESOURCES DEPARTMENT MUST TAKE With this new reform, HR departments will have to implement multiple changes within companies. This department is responsible for driving organizations toward optimal management of their employees. Among the activities that will need to be carried out, we can find: These activities must be completed by August 1, 2021, at the latest, in order to be adapted to the new legislation.