Assignment Problem: Thinking of a diverse Calgary (or your local municipality) workforce and imagine that you are an HR professional in Calgary (or your local municipality). You know the selection system (such as the recruitment process and related technology) your organization wants to implement meets the requirements of your company and have shown to have high validity of selecting top talents. However, there are also evidence that the preferred system screens out members of visible minorities and immigrants at a rate much greater than that for the white majority.
- Knowing the evidence that system is good at selecting top talents while also knowing that system screens out visible minorities and immigrants at a higher rate. How might you advise senior leadership of this dilemma? What are some possible solutions?
- What could you do to evaluate diverse applicants fairly and in an unbiased way knowing the biases in the system?
- Would you violate the professional code of ethics or legal requirements if you continue to implement the system without any sort of adjustments and accommodations?
- Why it is important to have a selection system that is valid, reliable, and legally defensible?
- Why it is important to align the organizational strategy with the talent acquisition process?