Case Study 2:

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.

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 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.
ASSIGNMENT INSTRUCTIONS:
 Review the video (found in D2L if you need to watch again)
 Review the video transcript
 As a group, answer the questions on the separate WORD document
 Submit to the Dropbox in D2L by the Due Date (one submission per
Team)

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 etc). Define each
of the eight biases listed in your text (using proper citations) and provide an
example of each. What evaluation biases seemed to be taking place in this
scenario? (7 marks, 0.5 marks per definition, 1 mark per example, 1 mark for correct citations, 1 for
proper identification of bias and 1 for your explanation)

2. Robert is suggesting Paul has [when he says he leans towards Sonya]:

(2 marks - indicate the correct answer from choices provided and provide your reason for why that is your
team’s choice. This question is worth 2 marks - one for the correct choice and one for your explanation)

A. A bias
B. Different taste
C. Poor judgment

3. Paul’s point is [when he says Sonya would be a better fit]:

(2 marks - indicate the correct answer from choices provided and provide your reason for why that is your
team’s choice. This question is worth 2 marks - one for the correct choice and one for your explanation)

A. Skewed
B. Valid
C. Irrelevant

4. What advantages and disadvantages are there when using panel interviews?
(4 marks, 2 advantages, 2 disadvantages and a suitable explanation for each)

5. Robert’s argument [that Sonya was too enthusiastic] is:

(2 marks - indicate the correct answer from choices provided and provide your reason for why that is your
team’s choice. This question is worth 2 marks - one for the correct choice and one for your explanation)
A. Relevant
B. Dodging issue
C. Inaccurate
6. What are the 4 types of discrimination? Please identify and define the four
types of discrimination (direct, indirect, systemic and by association, using proper
citations) and provide an example of each. If Robert made the decision to hire
Jacqueline because she was married, would this be a case of direct or indirect
discrimination? (10 marks – 4 mark for each correct definition, 4 marks for each example, 1 mark for
proper citations, 1 mark for correctly identifying type of discrimination).

7. What legislation covers discrimination in hiring for provincially regulated

employers and would be relevant in this circumstance? (1 mark)

8. Is discrimination in hiring ever allowed? If so, when and give an example?

(4 marks - 1 mark for identifying if discrimination is ever allowed, 3 marks for explanation)