Question

In his initial meeting with the HR team, a newly hired HR director hears a number of concerns relating to talent acquisition, including the new hire selection process. The HR director believes these concerns, as he personally experienced several questionable actions during his own hiring process.

In the current process, interviewers use an unstructured approach, where each candidate is asked different questions and interviewers use different criteria to evaluate responses. The HR director also learns that the company has a track record of poor hiring, inconsistent decision making, and lack of diversity in certain departments.
The HR team is not confident that the organization is hiring the best people. However, that is not a concern the rest of the organization shares. Each department believes that its hiring approach is effective. Historically no department has shown an interest in trying a new approach.
The HR director confirms that absence of diversity is an issue in certain departments. Given the organization's lack of recognition, what is the next step he should take?

A. Discipline the interviewers for engaging in discriminatory hiring practices that have occurred.
B. Explain to interviewers and managers why diversity among employees is good for business.
C. Encourage interviewers to read a copy of the company's diversity policy.
D. Develop a company-wide diversity hiring program to help reverse this identified trend.

Answer 1

The best next step for the HR director is to educate interviewers and managers on the benefits of diversity to business, to lay the groundwork for more structured hiring processes and a diverse workforce. This step serves as a foundation for potential future actions like developing a diversity hiring program.

Step-by-step explanation:

Given that the newly hired HR director has identified various concerns regarding the talent acquisition process, particularly unstructured interviews, poor hiring, inconsistent decision-making, and lack of diversity, the appropriate next step would be B. Explain to interviewers and managers why diversity among employees is good for business. While discipline may be necessary in cases of outright discriminatory practices, starting with education is key to shift the organization's perspective and foster understanding of the benefits of diversity. Developing a company-wide program could be the next step after establishing the foundational understanding among interviewers and management.

Research has shown that diverse teams can bring innovative solutions and help businesses grow by including a variety of perspectives and ideas. Emphasizing these benefits can help overcome departmental resistance to changing the hiring process. Additionally, establishing more structured interview processes that include consistent questions and criteria can aid in reducing bias and ensuring that the best candidates are selected. Ultimately, the goal would be not only to promote diversity but also to enhance the organization's performance.