Discrimination And Bias : The Interview Process And The Resulting Effects On Employee Selection

“The employee placement process consists of four activities: recruiting, selection, orientation and employee development” (Reilly, Minnick & Baack, 2011). Since we now know whom we are looking for, it is time to find the employees that best fits the areas needed. Now we have to list our job, its description, and various functions. We should also add the minimum requirement on education as well as previous training. We will now send it out to advertise for potential employee has and show them the possible positions available. After we have our close date, we will begin with forming our short list of those applicants that are a perfect fit for the job.

When returning back to Wanzek’s after layoff I had noticed in my paycheck I had lost $2 an hour in pay when I had received a $2 raise and a gift certificate before layoff. I did report the loss of wage to Tina Harrison in Human Resources and she would e-mail Phyllis at Headquarters. Anthony Butler has

In a perfect world, people would be equal in rights, opportunities, and responsibilities, despite their race or gender. In the world we live in, however, we always face all kinds of neglect based on different attributes. All over the United States, certain people treat others with prejudice because of particular features they possess. Unfortunately, prejudice and discrimination occur even in places which, by definition, should be free of all personal prejudices – specifically, in offices and other business surroundings. This tragedy is called workplace discrimination; not every unfair behavior at work, however, can be assessed as discrimination. Discrimination in the workplace happens when an employee experiences unfair treatment due to their race, gender, age, religion, marital status, national origin, disability or veteran status, or other characteristics. Discrimination is one of the largest issues people face in the workplace and it must be dealt with. The U.S. have laws and regulations on discrimination but it still often occurs. Workplace discrimination appears in hiring, training, promotion, firing, and other institutional or interpersonal treatment. Discrimination sometimes causes an employee to leave or quit the workplace, resign from a position, or in more severe cases, to commit suicide or act violently against the discriminators. Discrimination is one of the largest issues many people face in the workplace.

Discrimination is nothing new to our society or is it something that should be taken lightly and for many decades our Nation has endured many conflicts that have tested the will of Americans over the decades and it is evident that as we have become more diverse so too has our workforce. Although, we are in the twenty first century the goal is to understand why prejudice and discrimination is still so prevalent and how we can do better while trying to bring together our different backgrounds, skills, and experiences still has proven to be an issue that minorities are constantly fighting as they struggle to find there place in society. Through an array of well-educated researchers showing how diversity is nothing new to our society, but if we are to continue to grow and move forward we must be able to understand that with diversification we can foster a strong and inclusive economy that is built to last and nurture a nation that will continue to lead the world as standard setter.

But today’s most common forms of bias are more subtle, as in the case listed above. Decisions to hire and promote are often not based solely on the qualifications of the candidates, but are influenced by subjective criteria. When these subjective criteria relate to fixed diversity dimensions (race, gender, age, sexual orientation, etc.), the resulting decision is inherently biased.

In “Are Emily and Greg More Employable Than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination” authors Marianne Bertrand and Sendhil Mullainathan ask the question of whether having an African American,as compared to White,name decreases one’s chances of receiving a callback when answering a job ad.In order to investigate this query, Bertrand and Mullainathan sent out 5,000 faux resumes to 1,300 job listings in Boston and Chicago. Resumes from actual job seekers,with personal information removed,were obtained from job search websites and divided into high and low quality groups. Furthermore, embellishment of high caliber resumes further reinforced the quality gap. Each job listing received four resumes; two high quality and

Unconscious bias is prejudices influencing individual thoughts and behaviours, influencing decision-making mainly owing to the judgements about other individuals and situations, without enough information. Unconscious bias affects the recruitment and selection in organisations as individuals or human elements have a significant contribution to the success of these processes (Beattie and Johnson 2012). The objective of recruitment and selection in any organisation is to attract the most potential and capable candidates therefore to select the most suitable applicants for appropriate jobs. Unconscious bias from stereotyping stems mainly from race and gender and has been studied in great detail from manufacturing, technology to the financial, and professional service industries (Collins 2007). However less research has been explored on unconscious bias affecting the recruitment and selection process within the retail fashion industry (Guryan and Charles 2013).

In May 2007, the Bush Justice Department filed a lawsuit against the Fire Department of New York (FDNY), based on discriminatory hiring practices for entry level firefighters. More specifically the lawsuit was in regards to the use of exams 7029 and 2043, had an unlawful and negative impact on the prospects of black and Hispanic applicants. In September of that year the Vulcan Society were allowed to intervene in the lawsuit with the objective of proving that these practices were a result of intentional discrimination. The ensuing legal battle would lead to major changes in NYFD’s hiring practices and get the ball rolling towards a more diverse department.

would recommend to improve the diversity and nondiscriminatory hiring practices. Within the job descriptions/advertisement I would recognizes and include how special challenges faced by designated groups can be addressed. For example; if there is accommodations that need to be given to individuals in wheel chairs or if there is access to the building through wheelchairs. I have visited the locations at Yorkdale mall on several occasions. I am yet to see an individual in a wheelchair. This can be for several reasons, such as the organization lacking to specify that individuals in wheelchairs are welcome and that there is access to the store within the building.

According to unit four, Hememan, Judge, and Kammeyer-Mueller applicant flow and applicant stock measures the percentage of applicants hired and the percentage employed (2012). Applicant flow refers to the relative proportion of groups that apply to a specific company. How many of each group is hired vs. how many apply to the company. Applicant survey refers to the proportion of groups that exist demographically. How many of each group exists vs. how many have been hired within an organization. Both statistics provide an indication of possibly discriminatory hiring processes, but the applicant flow provides much stronger evidence. While certain groups may be less represented within an organization, as shown in applicant survey, actually hiring

In my opinion, Interview Bias is reason why interviews may not get a good job or get a poor evaluation from the interviewers. First of all, I think that all candidates should understand what interview bias is. And, they'd better prepare plans to deal with them. A bias can be an opinion about whether a person is good or bad; of course, it's effect to the interviewer's decisions. Secondly, the author refer to eight biases that can happen during an interview, such as The Halo Effect Bias, The Contrast Bias and Cultural Noise Bias. Through these biases I feel that interviewers base biases on cognitive biases that cause them to evaluate may not be accurate. Also, they can choose wrong candidates versus job requirements. For example, a job applicant

Employment discrimination refers to employees who are discriminated by employers because of employee’s race, gender, physical and mental disability, age, and religious beliefs. It is a serious problem since the employment relationship appeared. With the effort of many individuals and organizations and the protection of laws and policies, employment discrimination have been reduced to some extent, while it is still severe in many areas and countries. This paper focuses on common discrimination in employment on the basis of some human resource laws and tries to figure out how to alleviated discrimination by effective human resource management.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

The hiring process includes a series of interviews. Initially, all the candidates are interviewed by a small group of staffers at the company and then a second committee reviews all the applications which include the application’s that are submitted on their own as well as interviewer feedback.

A job interview is a process in which a potential employee is evaluated by an employer for prospective employment in their company, organization, or firm. During this process, the employer hopes to determine whether or not the applicant is suitable for the role.