1.

What would you need to consider if your employer asked you to review the decision
not to hire a certain ethnic applicant for a job?
Based on Ontario Human Rights Commission, in the section interviewing and making
hiring decisions said that an employment agency cannot screen applicants based on
discriminatory grounds, and are not allowed to keep a record of client “preferences”
of this kind. And they must have a fair of hiring process that focuses on each
candidate’s ability to perform the essential job duties.
A best practice is to have a multi-person panel conduct formal interviews. Ideally, the
interview panel should reflect the diversity available in the organization. They should
develop set questions in advance, and ask all applicants the same questions. The
questions should be based on the job’s essential duties and bona fide requirements.
Before interviews start, create an answer guide showing the desired answers and a
marking scheme. Then, each member of the interview panel can record and score each
candidate’s answers against this guide.
This kind of approach will help employers avoid making decisions based on
subjective considerations such as whether the person exhibits “confidence” or is
viewed as “suitable.” Employers who rely on these kinds of subjective assessments
are vulnerable to claims of discrimination, Without objective criteria, an employer
will have trouble explaining why some candidates were or were not qualified for the
job if a human rights complaint is filed.

2. How HR professionals can overcome the view that what HR accomplishes is not
measurable?
Based on Forbes, there is 15 smart steps to help measure an HR success. In the
following, I will explain it:
 Have scheduled listening section
It means that as a HR we need to having regulary scheduled listening sessions
with the group of our HR team supports, is it the way to receive timely
feedback and allows internal customers to know their voice is being heard and
their concerns are being followed up on.
 Set goals, milestones and measures of success
 It begins with setting goals, milestones and measures. Focus on what’s in our
control and the most important thing is tie our work is the key business goals
and priorities.
 Gain understanding among leadership and our HR staff
The first step is to ensure that there is clear understanding among leadership,
as well as the HR staff, of how HR metrics and success impacts strategic and
financial goals.
 Reframe our HR strategy to boost employee engagement
One step to take is to use the results of our employee net promoter scroe
(eNPS) and reframe HR strategy to boost employee engagement in today’s
hybris workforce.
 Conduct surveys and gather constructive feedback
Surveys are always helpful, to avoid fatigue they don’t have to be long and
overloaded with questions. If an HR team wants to gauge whether or not their
efforts are yielding success, send out short pulse surveys a few times during
the year. This is will allow the team to make adjustments accordingly.
 Find the most relevant HR metrics to track
Make our data relevant and transparent. Find metrics that matter to our
organization beyond “time to fill.” Quality of hire, for example, is a more
impactful and telling metric. Then publish quarterly scorecards to show
progress in key areas like recruiting, engagement, well-being, benefits and
training.
 Identify our key performance indicators
We can look at average time to fill positions, relation rates and cost per hire.
Also informally measure employee satisfaction through absenteeism rates,
attrition rates and average employee length of service.
 Continuously ask question about our workforce
The example question is like, Are employees learning? Is my cost structure
sustainable? Do we have robust leadership and technical pipeline? Are we
hiring the right people? Is the culture diverse and inclusive?
 Look at hire quality
 An important metric to measure the success of an HR team is the quality of
their hires. Hard-working employees are the backbone of any successful
business.
 Look at how HR enables and empowers talent
The more HR enables and empowers the talent, the better the business
outcomes are. The part that is within HRs scope is how they service and
support the most important aspect: the human.
 Align HR goals with company goals
Aligning HR goals to those of the organization is a critical step in making sure
that the goals are impactful and respected by members of the organization
outside of HR. by publishing efforts, progress and results of the goals, team
members can stay focused on the goal.
 Study our metrics holistically
HR leaders need to ensure that the metrics they design will connect and feed
into each other in a way that tells a compelling, holistic and life-cycle-driven
story.
 Understand how our HR service is being received by employees
It is important to understand how that service is being received and the value it
has overall. Be prepared to ask questions around transactions and
transformation so that the data can be utilized in a meaningful manner.
 Measure HR against business metrics
W e should be measuring our success by business metrics, and these metrics
can include sales revenue, customer sat, cost of customer acquisition, as well
as employee happiness, engagement, cost of hire, workforce modelling ratio.
 Set clear performance standards tied to key metrics
Provide the team with clear performance standards that are tied to metrics.

Daftar Pustaka
Forbes Human Rescources Council, 2021. 15 Smart Steps to Help Measure an HR
Department’s Success. Online Forbes.com on 24 October 2022
Ontario Human Rights Commission, 2008. Interviewing and Making Hiring Decisions.
Online
ohrc.on.ca on 24 October 2022