The Recruitment Process of Tanglewood - Assignment Example

Question 1a The case study defines the 4/5th ratio as a means to calculate the proportional differences in the hiring of applicants for a specific occupational role (Heneman, Judge, & Kammeyer-Mueller, 2009). In order to determine whether there is discrimination going on in the hiring process, the rate of minority employment must be below 80 per cent. The evidence, in this case, points to heavy disparate impact discrimination. The Historical Hiring and Promotion Data: Applicant Flow chart illustrates that African Americans are hired in each of these positions at a much lower rate than Caucasians(Heneman, Judge, & Kammeyer-Mueller, 2009).

The highest rate for African American employees existed at the Store Associate level at .04 or 4 per cent. Shift Leaders had a selection ratio of 2 per cent for both internal and external hires. There was a 3 per cent selection ratio for department managers. There was only one African American employee hired internally as an assistant manager. The company did not hire African American employees for the top position of store manager. Overwhelming, Caucasian workers make up the majority of employees at a rate of 83 per cent to 100 per cent in certain positions.

Question 1b The concentration data for employees also indicates that there is a higher concentration of Caucasians in each of the positions and particularly in upper-level employment (Heneman, Judge, & Kammeyer-Mueller, 2009). The highest percentage of minorities is in the store associate positions with 3.44 per cent of these employees being African American and 16.41 per cent of non-white employees overall(Heneman, Judge, & Kammeyer-Mueller, 2009). Caucasians make up 83.59 per cent of store associates.

The upper-level positions such as department manager, assistant store manager, and store manager all have a very low concentration of African American employees which peak at the department manager level and assistant store manager level with 2 per cent. There are no African Americans at the store manager level. The total number of non-Caucasian employees has only a marginally better ratio but remains a low concentration overall with employment rates at 13 per cent of department managers, 7 per cent of assistant store managers, and 30 per cent of store managers.

Caucasians remain highly concentrated with upper-level employment ranging from 70% to 92%. Question 3 Due to the overwhelming disparity between Caucasian employees and African American employees in this scenario, it is vital that the company in question take specific steps in the recruitment process toward creating an equal opportunity hiring environment. According to an article produced by The Diversity Council entitled “Best Practices Recruitment Strategies: 10 Strategies to Recruit Diverse Employees,” there are several changes that a company needs to make to their recruitment process in order to procure a diverse group of employees.

Having a diverse search committee is a key component, according to the Diversity Council. The search committee may be comprised of the company’s employees or people from the community(The Diversity Council, 2005). This is an important strategy as “diverse committee members will have good ideas about where to look for candidates and will be able to help you see your business or organization from a minority candidate’s point of view”(The Diversity Council, 2005). Additionally, it is important that these diverse recruiters are “enthusiastic” about the company as this will make a positive impression on any potential employees that they come into contact with(The Diversity Council, 2005).

A company should also attempt to recruit current employees like those in charge of hiring can view the person’s past work history and behavior with the company in order to determine the caliber of that specific applicant(The Diversity Council, 2005). It also promotes loyalty and positivity for the company as employees will have career goals to strive towards and will be more likely to remain with a company if there is the hope of job advancement.