Question

A technical recruiter receives a job description from a hiring manager. One of the requirements listed by the manager states that the position is not ideal for single parents. Which risk management strategy should the technical recruiter use to avoid similar situations in the future?

Ignore the risk. It is unlikely that single parenthood will be a decisive factor for employment.
Mitigate the risk by informing candidates that they have the right to information about hiring decisions.
Avoid the risk by training hiring managers and reviewing all job descriptions before use.
Transfer the risk by asking for legal review of this job description.

Answer 1

The technical recruiter should choose option C: Avoid the risk by training hiring managers and reviewing all job descriptions before use.

Step-by-step explanation:

Option C is the most effective risk management strategy in this situation. Training hiring managers and reviewing job descriptions before use helps prevent discriminatory language and practices that could lead to legal issues. By providing guidance to hiring managers, the company can ensure that job descriptions are inclusive and comply with anti-discrimination laws. This approach not only mitigates the risk of potential legal consequences but also promotes a fair and diverse hiring process.

Training hiring managers is a proactive measure that addresses the root cause of the issue. It educates them on the importance of avoiding discriminatory language and considering all candidates fairly. Regular review of job descriptions ensures ongoing compliance and aligns with best practices in human resources. Ultimately, this strategy promotes a positive employer brand, attracting a diverse pool of candidates and fostering an inclusive workplace culture.

In contrast, ignoring the risk (Option A) may lead to legal challenges, and merely informing candidates of their right to information (Option B) may not address the underlying issue of biased job descriptions. Transferring the risk through legal review (Option D) is beneficial, but it's more reactive and may not prevent future occurrences. Therefore, option C provides a comprehensive and proactive approach to risk management in the hiring process.