Reference no: EM133391832

What I have been trying to push my agency is hiring good, ethical people, over someone who probably knows the job, i.e., has completed temporary appointment in the job class. We try to hire people who can hit the ground running, and not hire people who have good ethics and are good people. I am not saying we hire bad people but if your interview process incorporate finding how someone thinks, how they react to situations and looks into their true ethical foundation, the job can be taught.

Having ethical and diverse hiring panels, creating checks and balances that ensure people get to the table by better recruiting strategies and setting up questions and screening that is fair is imperative. Studies have shown a person's name, and address can deter hiring panels so more is being done to ensure information that may sway a panel is redacted. There are articles on how bias can cause unfairness. What are strategies that may promote fairness and equity? Should people of color get additional points placed on a hiring score to help stop unfairness? Explain