Recruiting for Diversity for the Pilot Atlanta HR Office
Employee diversity in the work place is a smart thing to do as an employer because different perspectives and backgrounds bring about a variety of knowledge, new ways of doing things and ideas; thus, limits the chances of employees employing narrow experiences, therefore, increasing productivity.
First off, it is imperative that an inclusive interview team is selected because this team will involve individuals who will bring diverse outlooks and opinions to the table (Breaugh, 2013). It is a vital process in selecting the best five employees for the Atlanta office because the rationale is that it has the potential of recognizing any unintended biases into the process; therefore, the selected candidates will be the best fit for the office.
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Secondly, making use of the screening process not to exclude but to include the candidates which will help in filtering the best five employees. It is crucial because it will consider all the applicants’ qualifications and decipher whose qualifications will enhance diversity in the office (Breaugh, 2017). Afterward, it is imperative that a fresh screening is conducted to ensure that those selected meet the criteria.
It is also important that no assumptions are made in the process of selecting these five employees that they will conform to the new Atlanta office conditions. Moreover, the Manager should be able to focus on the similarities to, and not on the differences from each other. However, it is just not looking at the similarities but making sure that the similarities or differences will matter to the work space and how they might enhance the office workforce.
Additionally, it is necessary that during the selection process, no labeling of employees is done like ‘the most promising’ until all the selection process is concluded, then thereafter, a conclusion can be made. The process will go a long way in making sure that all the preferable candidates receive equal consideration and equal opportunities to get a shot at the Atlanta office ( Goldstein et. al ., 2017).
Lastly, as a final selection criterion, it is essential that the Manager is armed with the answers to all the questions the diverse employees who fit the criteria are likely to ask in the process of selection i.e. in regards to the Atlanta office. The reason is that these selected employees have met the necessary qualifications; therefore, they are most likely to have very important questions which may be very vital in enabling them to determine whether the office is all inclusive and supportive (Hunt, Layton& Prince, 2015). Also, they would want to be in the know whether they would be comfortable in the new working space and with one another. Some of the essential answers would be surrounding areas like the ability to advance their career in the new office, the availability of a mentoring or career development program, the availability of employee affinity groups which focus on their needs and most importantly, are the new managers imparted with the necessary skills and abilities to communicate and manage these diverse employees.
In conclusion, all the above qualities and credentials are essential in the selection process and the pilot project will have the best chances of surviving and even be flagged off in future. Therefore, the five employees that would make it through all these screening processes will be the best fit.
References
Breaugh, J. A. (2013). Employee Recruitment. Annual review of psychology , 64, 389-416.
Goldstein , H , Pulakos , E , Passmore , J & Semedo , C . (2017). The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention . John Wiley & Sons, Inc.
Hunt, V., Layton, D., & Prince, S. (2015). Diversity Matters . McKinsey & Company.
