Compare And Contrast Eeo And Aa Programs

Compare and Contrast the Two Programs The company has determined that the need for college graduates remains at 40 per year and they must have a 4-year degree, communication and decision making skills, and are self-motivated. They will continue to report to the department managers in production, distribution, and marketing. The recruiting market will remain Clucksville, AK and surrounding rural areas located near and around the other five company plants. One big difference in the previous and revised plan is the number of colleges and contacts required to truly find and hire 40 college graduates. In the previous plan, the managers visited 12 colleges, the new plan calls for a total of 32 colleges. Based upon the plan for 12 colleges at 16 interviews per day, the total contacts were 192, but the new plan of 32 colleges at 16 interviews per day would produce 512 applicant contacts. This level would …show more content…
Shen, Chanda, D'Netto, and Monga (2009) purport that efficient Human Resources EEO/AA strategies that focus on increased company education, knowledge conception, and diversity work place environment should be at the heart of HR and all recruiting management. As such, this program focuses on many levels of equal opportunity training and recruiting for all people and focuses on consciously reaching out to women and minorities in specific colleges. The strategy for adding in incumbents to the recruiting team is to create a panel or group interviewing setting. Procter & Gamble uses at least four interviewers and the CIA uses three, they do so because there is greater validity in the interviews where more than one interviewer as spoken to the applicant (Bernardin, 2007). The new recruiting program follows this example by introducing at least two other people/incumbents into the interview