Scenarios for Hiring Managers
Scenarios for Hiring Managers
1) TA has their standard hiring event with 10 candidates from various backgrounds, ethnicities, ages, and experiences. One candidate is an African-American woman in her late fifties with six years of earlier warehouse experience with a prominent local company. She was interviewed by an HR Specialist and a Coach from the manufacturing line. After the candidate was interviewed, the coach begins to discuss with the other coaches why this candidate would not be a good candidate for our organization. Once the debrief starts, one coach states we need people who are physically fit. The coach who interviewed her states, “Will she be able to move a thousand pound drum across the site?” How could this discussion be more productive? Should she be hired why or why not? What are the legal implications?
2) Open interviews are taking place and applicants have the opportunity to come in and interview on the spot. One woman comes in who is severely overweight. She interviews very well, but you are not sure she can physically keep up with the demands of the job. What should you do?
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The candidate is very articulate and energetic, but the HM thinks her traditional dress will offend others in their organization. The HM offers her the job because she is the most qualified. The candidate accepts the job, starts, and on her first day she asks for daily prayer time. Her coworkers are now upset because they feel like she is always out of the office. To make matters more complex, she has now recommended a friend who is equally qualified for the position. What should the hiring manager do about granting prayer time and should the HM interview her referral? What feedback, if any, should be given to TA or
Scenarios for Hiring Managers
1) TA has their standard hiring event with 10 candidates from various backgrounds, ethnicities, ages, and experiences. One candidate is an African-American woman in her late fifties with six years of earlier warehouse experience with a prominent local company. She was interviewed by an HR Specialist and a Coach from the manufacturing line. After the candidate was interviewed, the coach begins to discuss with the other coaches why this candidate would not be a good candidate for our organization. Once the debrief starts, one coach states we need people who are physically fit. The coach who interviewed her states, “Will she be able to move a thousand pound drum across the site?” How could this discussion be more productive? Should she be hired why or why not? What are the legal implications?
2) Open interviews are taking place and applicants have the opportunity to come in and interview on the spot. One woman comes in who is severely overweight. She interviews very well, but you are not sure she can physically keep up with the demands of the job. What should you do?
3) …show more content…
The candidate is very articulate and energetic, but the HM thinks her traditional dress will offend others in their organization. The HM offers her the job because she is the most qualified. The candidate accepts the job, starts, and on her first day she asks for daily prayer time. Her coworkers are now upset because they feel like she is always out of the office. To make matters more complex, she has now recommended a friend who is equally qualified for the position. What should the hiring manager do about granting prayer time and should the HM interview her referral? What feedback, if any, should be given to TA or