Case Study 2:

Diversity in Hiring: Candidate Conundrum

I. Introduction

Interviewing and hiring qualified candidates is an important and prevalent management activity. This scenario depicts a debate between two managers regarding the hiring of two equally qualified individuals, one Caucasian and one African American. Instructors of Management or Human Resources will find this scenario to be a valuable platform to discuss legal issues and biases that can influence hiring decisions and the legal ramifications.

II. Learning Objectives

1. To assess students understanding of biases that may affect the hiring decision.

2. To analyze and evaluate a novel interviewing and hiring process.

3. To identify legal issues relevant to hiring.

III. Scenario Description:

Overview: Robert Gedaliah has interviewed fifteen candidates to fill the new Customer Outreach Representative position, and narrowed it down to two. He invited Paul Munez, the customer service team leader, for the second interview of these two candidates. The interviews proceed smoothly, with both candidates demonstrating appropriate levels of experience, skills and general intelligence. Paul and Robert will discuss the two candidates and reach a decision.

Profile:

Robert Gedaliah is the Founder and President of Beck n Call, a delivery service with a staff of over 200 with many fleets of transportation, and warehousing an eclectic inventory of products. Robert oversees all of the departments, including human resources, operations, and accounting.

Paul Munez is the Customer Service Director. He oversees the customer outreach representatives, and is involved in marketing to the expanding client base.

Back History: Beck n Call is growing at a rapid rate Robert knows its wise to take a precise and cautious approach towards growth, and scrutinizes all aspects. He has interviewed 15 people for the new Customer Outreach Rep. and has narrowed it down to two very qualified and intelligent young women. As is his policy, he has invited the team leader in for the follow-up interview. He also has a preference for group interviews because the dynamics are richer and therefore better reflect reality.

Robert and Paul have a very good relationship when they do have disagreements they are understanding and accepting of their differences and compromise when necessary. Robert doesnt think too highly of the swinging bachelor persona, but it hasnt affected job performance anyway, its diversity that makes life interesting.

Discrimination and diversity issues have become more complex now that the company is over the 50 employee mark. Robert does try very hard to have a diverse staff, although he hasnt had nearly as many minority applicants for any position, to make his ratios balanced. This is further complicated by the fact that his customer base itself is increasingly diverse [studies overwhelmingly show that ethnic groups will choose or dismiss a company based on whether they feel their race/ethnicity is well represented and whether theres a positive and successful diversity policy.]

Scene Set-up: Robert and Paul have finished interviewing two candidates and are meeting to decide who to hire.

Scene Location: Roberts office

The Meeting - Summary: During the interviews, Pauls body language is very engaged and positive toward Sonya, who is Caucasian. He smiles and nods at her and seems to enjoy their interaction. When Jacqueline, who is African American, is interviewed Pauls body language is more closed, no smile. After the interviews Robert indicates that he likes both candidates but leans towards Jacqueline because she had sales experience. Paul likes Sonya more. Robert admits that it would be beneficial to hire an African American because there are presently very few minorities who work for Beck n Call and none in management. He reiterates, however, that his reasons are based on merit. He feels Sonyas high level of enthusiasm may be a detriment to her work performance because customers may be turned off by it. He also suggests that Jacqueline would be better choice because she is married. Paul disagrees but, in the end, Robert states that they will go with Jacqueline and see how it works out.

Afterthoughts Summary: Robert says he bases hiring decisions on the persons total mix including experience, education, fit with coworkers and supervisor, personality, etc. Based on that, he thinks Jacqueline is the best candidate.

ASSIGNMENT INSTRUCTIONS:

Review the video (found in D2L if you need to watch again)

Review the video transcript

As a group, answer the questions on the separate WORD document

Submit to the Dropbox in D2L by the Due Date (one submission per Team)

1. Errors in evaluation are often made because of common biases that influence ones decision making (e.g., halo, horn, contrast, similar-to-me etc). Define each of the eight biases listed in your text (using proper citations) and provide an example of each. What evaluation biases seemed to be taking place in this scenario? (7 marks, 0.5 marks per definition, 1 mark per example, 1 mark for correct citations, 1 for proper identification of bias and 1 for your explanation)

2. Robert is suggesting Paul has [when he says he leans towards Sonya]:

(2 marks - indicate the correct answer from choices provided and provide your reason for why that is your teams choice. This question is worth 2 marks - one for the correct choice and one for your explanation)

A. A bias

B. Different taste

C. Poor judgment

3. Pauls point is [when he says Sonya would be a better fit]:

(2 marks - indicate the correct answer from choices provided and provide your reason for why that is your teams choice. This question is worth 2 marks - one for the correct choice and one for your explanation)

A. Skewed

B. Valid

C. Irrelevant

4. What advantages and disadvantages are there when using panel interviews?

(4 marks, 2 advantages, 2 disadvantages and a suitable explanation for each)

5. Roberts argument [that Sonya was too enthusiastic] is:

(2 marks - indicate the correct answer from choices provided and provide your reason for why that is your teams choice. This question is worth 2 marks - one for the correct choice and one for your explanation)

A. Relevant

B. Dodging issue

C. Inaccurate

6. What are the 4 types of discrimination? Please identify and define the four types of discrimination (direct, indirect, systemic and by association, using proper citations) and provide an example of each. If Robert made the decision to hire Jacqueline because she was married, would this be a case of direct or indirect discrimination? (10 marks 4 mark for each correct definition, 4 marks for each example, 1 mark for proper citations, 1 mark for correctly identifying type of discrimination).

7. What legislation covers discrimination in hiring for provincially regulated employers and would be relevant in this circumstance? (1 mark)

8. Is discrimination in hiring ever allowed? If so, when and give an example?

(4 marks