Question

Human Resource Management
Coleman & Sons Inc. works in the fashion industry, under provincial jurisdiction. They’ve had several legal problems in the past, and hired your as a Human Resources consultant to fix them.

You observed a panel of three managers interviewing five applicants for an administrative assistant position. After the interviews, you sat down with the managers for a discussion. You found that only one of the managers took notes during the interviews, because they were all “used to recalling answers from memory”. The manager who took notes didn’t write down anything concerning several answers from the female candidates, and explained that an administrative assistant had to carry heavy loads, and "women... just can't deal with heavy lifting". He also insisted on one of the male candidates getting hired because he was better dressed than the others. He claimed to have a great instinct for judging the 'person-organization fit' at a glance, and pointed out that he asked every candidate different questions, to make sure the questions 'fit their personality better'.

All managers agreed that a man would be a much better fit because most of the department's employees are female, and the firm "needs some guys before we all start wearing high heels". They also explained that "you cannot judge an applicant on his answers alone... you need the right instincts for this job".

Write a report to the Director about the problems you found in the organization's hiring practices. Your report should be composed of three detailed sections:

1. Identify at least six legal mistakes in the process, and identify the legislation or legal principles they violate.

2. Provide a specific, legally acceptable alternative for four of the six mistakes, and explain why implementing these alternatives would improve upon Coleman & Sons Inc.’s recruitment and selection practices.

3. Since you expect a lot of resistance to your report, explain the concept of B.F.O.R., how it applies to this specific situation, and how the job requirements should be assessed to make sure the right person is hired for the position.

Answer 1

A Thumbs Up! Would be really helpful for me. If you have any questions, please leave a comment and I will get back to you as soon as possible.

1. There are six legal mistakes in the process as relying too much on the interview and not on the practice, failing to recruit from within jobs, uses unconscious bias, trusting on first impressions, lacking transparency, unclear hiring policy.

Social justice, social equality, not remembering the duties of care and trust, dismiss a person for unfair reasons.

2. Not using a formal hiring process because these formal practices known by every person and not make specializations in hiring practices, Allowing interviewers to do most of the talking about the relatable most because the employee hires for a particular job and it is necessary to act on that job, note down concerning several answers from the candidates because it helps in notifying for alternate in hiring,

Resisting technology in an interview because technology makes some interfere in the process and cheating changes may occur, Use two or more interviewer it helps in avoiding mistakes during the hiring process.

Not relying on a single interview helps to test a person for various conditions, These alternatives help to avoid these mistakes in Coleman & sons inc. requirement process.

3. B.F.O.R.mean bonafide occupational requirement. It is a concept of a standard that allows an employer to differentiate on the basis otherwise prohibited ground if there any legitimate reasons and should be connected to job ability. In the process of applying B.F.O.R. concept collect the data of interviews of all employees and selection teams, employers are allowed to making decisions on the hiring and retention of employees for a quality job that when considered in other contexts would constitute equality and thus be in infringement of rights employment law.

To assessed to make sure the right person is hired for the position some tips to remember as identify the key opportunities of the employee, a clear set of objects for a particular job, make sure that plenty of time spent on the job, vet them appropriately, assigned their work with a experienced employee etc.