Inclusive curriculum: a proposal for equity and effectiveness of recruitment processes

The objective of this work was to seek an alternative that can combine equity and effectiveness in the screening of CVs, considering the gap in this part of the recruitment and selection process. Studies show that screening resumes can promote gender, color and age discrimination, in addition to pointing out that recruiters have contact with only 10% to 20% of candidates. Thus, with the proposal to reduce or eliminate such disparity, the Inclusive Curriculum is presented, a model that combines the standardization in the preparation of the curriculum and the adoption of a score, capable of identifying the professional's profile and meeting the recruiter's initial expectation. For this, a mathematical formulation adapted from the Direct Proof was developed, using, within this concept, the logic of existing axioms, theorems and definitions and, from this structuring, approaching six dimensions: schooling, professional experience, entrepreneurial experience , virtual authenticity, TIN (technology, innovation and business) and virtual relationship. From the results generated, the Inclusive Curriculum can promote progress in the screening of CVs, making it more agile and focused and in accordance with the objective of this type of process. For professionals, a possibility of participating in more equitable and less subjective processes, which can increase their chances of being hired. To the recruiter, the possibility of contacting as many candidates as possible in the search for the ideal professional.