Scenario #14: Diversity in Hiring: Candidate Conundrum
I. Introduction
Interviewing and hiring qualified candidates is an important and prevalent
management activity. This scenario depicts a debate between two managers
regarding the hiring of two equally qualified individuals, one Caucasian and one
African American. Instructors of Management or Human Resources will find this
scenario to be a valuable platform to discuss legal issues and biases that can
influence hiring decisions and the legal ramifications.
II. Learning Objectives
1. To assess students’ understanding of biases that may affect the hiring decision.
2. To analyze and evaluate a novel interviewing and hiring process.
3. To identify legal issues relevant to hiring.
III. Scenario Description:
Overview: Robert Gedaliah has interviewed fifteen candidates to fill the new
Customer Outreach Representative position, and narrowed it down to two. He
invited Paul Munez, the customer service team leader, for the second interview of
these two candidates. The interviews proceed smoothly, with both candidates
demonstrating appropriate levels of experience, skills and general intelligence.
Paul and Robert will discuss the two candidates and reach a decision.
Profile:
Robert Gedaliah is the Founder and President of Beck ‘n Call, a delivery
service with a staff of over 200 with many fleets of transportation, and
warehousing an eclectic inventory of products. Robert oversees all of the
departments, including human resources, operations, and accounting.
Paul Munez is the Customer Service Director. He oversees the customer
outreach representatives, and is involved in marketing to the expanding
client base.
References: The references included in the DVD are:
Women-of-Color Managers Survey (PPT 14-7)
Title VII Civil Rights Act of 1964 (PPT 14-9)
Title VII Record of Charges 2002 (PPT 14-10)
Title VII: Definitions (PPT 14-11)
Back History: Beck ‘n Call is growing at a rapid rate – Robert knows its wise to
take a precise and cautious approach towards growth, and scrutinizes all aspects.
He has interviewed 15 people for the new Customer Outreach Rep. and has
narrowed it down to two very qualified and intelligent young women. As is his
policy, he has invited the team leader in for the follow-up interview. He also has a
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preference for group interviews because the dynamics are richer and therefore
better reflect reality.
Robert and Paul have a very good relationship – when they do have
disagreements they are understanding and accepting of their differences and
compromise when necessary. Robert doesn’t think too highly of the swinging
bachelor persona, but it hasn’t affected job performance – anyway, it’s diversity
that makes life interesting.
Discrimination and diversity issues have become more complex now that the
company is over the 50 employee mark. Robert does try very hard to have a
diverse staff, although he hasn’t had nearly as many minority applicants for any
position, to make his ratios balanced. This is further complicated by the fact that
his customer base itself is increasingly diverse [studies overwhelmingly show that
ethnic groups will choose or dismiss a company based on whether they feel their
race/ethnicity is well represented and whether there’s a positive and successful
diversity policy.]
Scene Set-up: Robert and Paul have finished interviewing two candidates and are
meeting to decide who to hire.
Scene Location: Robert’s office
The Meeting - Summary: During the interviews, Paul’s body language is very
engaged and positive toward Sonya, who is Caucasian. He smiles and nods at her
and seems to enjoy their interaction. When Jacqueline, who is African American,
is interviewed Paul’s body language is more closed, no smile. After the
interviews Robert indicates that he likes both candidates but leans towards
Jacqueline because she had sales experience. Paul likes Sonya more. Robert
admits that it would be beneficial to hire an African American because there are
presently very few minorities who work for Beck n’ Call and none in
management. He reiterates, however, that his reasons are based on merit. He
feels Sonya’s high level of enthusiasm may be a detriment to her work
performance because customers may be turned off by it. He also suggests that
Jacqueline would be better choice because she is married. Paul disagrees but, in
the end, Robert states that they will go with Jacqueline and see how it works out.
Afterthoughts – Summary: Robert says he bases hiring decisions on the person’s
“total mix” including experience, education, fit with coworkers and supervisor,
personality, etc. Based on that, he thinks Jacqueline is the best candidate.
Dossier: The specific artifacts included in the DVD are:
1. Jacqueline’s Resume
2. Sonya’s Resume
3. Beck n’ Call Job Posting
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IV. Discussion Questions:
The References and related Discussion Questions may be found in PowerPoint slides 14-
1 to 14-11.
Learning Objective #1: To assess students’ understanding of biases that may affect the
hiring decision.
1. Errors in evaluation are often made because of common biases that influence
one’s decision making (e.g., halo, horn, contrast, similar-to-me). What evaluation
biases seemed to be taking place in this scenario?
It’s possible that halo error may be affecting Paul’s judgment because he
continually references her enthusiasm as her “selling point” but doesn’t offer any
other substantive reasons for his preference. It was also clear from his body
language that he liked Sonya which may have been because of a similar-to-me
effect.
Robert’s comment that a positive quality in Jacqueline is that she’s married may
also be a similar-to-me effect.
1. Robert is suggesting Paul has [when he says he leans towards Sonya]:
A. A bias
B. Different taste
C. Poor judgment
Robert suggests that Paul prefers Sonya because he may be attracted to
her.
2. Paul’s point is [when he says Sonya would be a better fit]:
A. Skewed
B. Valid
C. Irrelevant
Given what we saw in the interview and the fact that he doesn’t support
his opinion with specific reasons, it is possible that his point is skewed.
2. What advantages and disadvantages are there when using panel interviews?
While disagreements may occur, this type of functional conflict can improve the
decision making process. Two sets of ears listening to responses and providing
interpretations typically leads to a more valid decision. However, when
consensus cannot be reached through a rational discussion based on observed
behaviors, someone has to make the final decision. This may cause hard feelings
among panel members.
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6. Robert’s decision:
A. Disregards Paul
B. Is premature
C. Is wise
Students’ answers will vary. Paul may very well feel disregarded, whether the
decision is wise or not remains to be seen. The critical issue is whether Paul will
embrace this decision and work hard to effectively interact with Jacqueline.
Learning Objective #2: To analyze and evaluate a novel interviewing and hiring process.
1. What valid reasons did Robert provide to persuade Paul to choose Jacqueline?
Students’ answers will vary – it will depend on what they consider “valid”.
Discussing Jacqueline’s relevant experience and her job-related personality
characteristics is relevant to the hiring decision. When he brought up the fact she
was married, he lost credibility because this fact is not job-related and could be
discriminatory to unmarried applicants. The debate among students will be
whether the argument that there are very few African American employees and
none in management is valid.
3. The key argument is about:
A. Qualifications
B. Ethnicity
C. Personality
The key argument should be about qualifications and job-related
personality characteristics, first. Ethnicity may also factor into the
decision.
5. Robert’s argument [that Sonya was too enthusiastic] is:
A. Relevant
B. Dodging issue
C. Inaccurate
This question should generate an interesting debate. Good interpersonal
skills and propensity for working with people is in the job description. It
is possible that over-exuberance may turn off customers. The scenario
doesn’t provide enough information to know for sure. Robert lost
credibility when he revealed a preference for married people so it is
possible that Robert is using Sonya’s enthusiasm to dodge the real issue.
2. What aspects of the Women-of-Color survey are relevant to this scenario (PPT 14-
7)? How could Robert use this to support his position?
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The fact that there are African American employees at Beck ‘n Call but none in
management positions is relevant to women of color feeling that they don’t have
role models in the company. Thus, Robert’s argument that hiring Jacqueline in
this management-training position is valid and may be important for the current
employee’s career growth and satisfaction.
Learning Objective #3: To identify legal issues relevant to hiring.
1. If Robert made the decision to hire Jacqueline because she was married, would
Sonya have a case against Beck ‘n Call under Title VII? (see PPT 14-9 to 14-11).
No, Title VII does not protect an individual based on their marital status.
However, being married or not is typically not job-related, and therefore would be
difficult to defend in a court of law.
2. Is Robert’s decision to hire Jacqueline legal? Why or why not?
Yes, because Jacqueline and Sonya were at least equally qualified. The courts
have ruled, however, that you cannot hire a less qualified candidate simply
because they are a minority unless the organization is rectifying past
discriminatory behavior. Using the argument that diversity is a strategic business
necessity (e.g., to promote good will among minority customers) has not held up
in court to date (See Taxman v. Board of Education of Piscataway (1993)).
4. Hiring based on quotas is:
A. Illegal
B. Legal
C. Sometimes legal
The Supreme Court ruled in City of Richmond v. J. A. Croson Company (1989)
that a rigid numerical quota system is unconstitutional. However, in United
Steelworkers v. Weber (1979) an affirmative action plan that included a voluntary
quota system agreed to by both management and the union was allowed. To reach
affirmative action goals, targeted recruiting and other plans should be employed
and general goals set, not specific quota systems.
