Reference no: EM132219014
Case Scenario:
A Silicon Valley recruiting firm recruits artificial intelligence (AI) and technology personnel. The recruits workplace could be located anywhere the company operates, depending on their skills and expertise, although the tendency is to hire in-country nationals in each respective country. The company uses technology-oriented magazines, the company website, and social media to recruit the candidates they need for their clients. They started up about a year ago and went from 3 recruiters to 50 overnight. Their recruiters are hired for their charm, communication skills, and industry expertise, however most of the recruiters graduated from Ivy League colleges in the U.S. and most are white males. Lately recruiting numbers have been slowing down drastically while general demand in the marketplace by employers for AI and technology personnel for the coming year is up 300%.
The current recruiting practice involves hiring people via their website recruitment area. The potential candidate merely attaches their resume and includes a short note to the recruiter. These resumes are then screened using a data mining program looking for certain criteria and terminology in their resumes. Once screened, those candidates getting through the initial screening are then auto-contacted by email to tell them they need to complete the question/quiz accessed on the website using a particular password. If they pass this second screening they are given an individual interview via the company’s online conference room. Once completed, the final candidates are finally sent to the potential employer for the final interview and selection.
Now however, the president is getting complaints from the EEO Commission and the Technology firms that they need to be hiring a more diverse workforce and that there are no ADA candidates and the number of minorities and women is almost nil. He is now worried about losing clients and potential lawsuits as a result of their recruiting and selection processes. The company needs to address a diverse client base. Their clients are Northern European, African American, Indian, and Hispanic.
Checklist: As the HR specialist of the company, you are tasked with overhauling the selection and hiring process to address the following:
Identify problems with the potential candidate characteristics.
Analyze the company’s recruitment and selection process and problems.
What multicultural and diversity planning concepts would you apply at the company to make a positive change?
Describe how you would make that positive change happen.
Requirements:
Use the Case Study Template to format your paper.
Complete a 2–3 page paper (not including the title and reference pages).
Answer each checklist question thoroughly.
Demonstrate your understanding of the information presented in the reading by defining terms, explaining concepts, and providing detailed examples to illustrate your points.