HRM/531
September 12, 2011
Interviewing and hiring qualified candidates is an important and prevalent
direction activity. This scenario depicts a debate between both managers
regarding the hiring of two as qualified individuals, one Caucasian and one
African American. Instructors of counsel or Human Resources will find this
scenario to be a valuable platform to discuss legal issues and biases that can
do motion hiring decisions and the legal ramifications.
Robert Gedaliah has interviewed fifteen candidates to fill the new
Customer Outreach deterrent example position, and narrowed it down to two. He
invited capital of Minnesota Munez, the customer gain team leader, for the second interview
of these two candidates. The interviews proceed smoothly, with two candidates
demonstrating appropriate takes of experience, skills and general intelligence.
Paul and Robert will discuss the two candidates and reach a decision.
During the interviews, Pauls body words 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 to a greater extent closed, no smile.
After the interviews Robert indicates that he likes
both candidates but leans towards Jacqueline because she had gross revenue experience. Paul
likes Sonya more. Robert admits that it would be beneficial to hire an African American
because there atomic number 18 presently very few minorities who function 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
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