The Effects Of The Hiring Process, Bias And Discrimination

1583 Words4 Pages

The Effects of The Hiring Process, Bias and Discrimination

In our global economy, should management continue to use traditional assessments to hire individuals, or should they take a new approach? Management should always take a new approach in order to be more successful with hiring new qualified candidates for a position in their company because times are changing and technology is the way of the future. Are there other factors that play a key role in the hiring process of qualified applicants? Yes, the key roles are those who stand out with the most experience and skills to accomplish the job performance, however some are just bypassed because of their decision to promote their gender preference due to employers bias or political views. …show more content…

Since the Code of Ethic is depended on in the workplace as guidance to its employees, training should take place every year to make sure its employees are up-to-date with new laws and regulation. Furthermore, to ensure that the Code of Ethics is being implemented in the workplace management of organizations must have wide-ranging to those who are …show more content…

Eliminating discrimination at the workplace is the responsibility of all employee ensure a workplace where fair treatment, respect, and civility are incorporated into the daily workplace environment.

Reference

Delaney, J. (2013). Employer Use of Facebook and Online Social Networks to
Discriminate Against Applicants For Employment and Employees: an analysis balancing the risks of having a Facebook account and the need for protective legislation.” Labor Law Journal (n.d.): 86-102.Bussiness Source Complete. Web. 25 Oct. 2013

Florida Statues: Section 760.01 et.seq
King, B. R. (2014). Fired For Being Gay: Should Arkansas Ban This Form of
Discrimination? Arkansas Law Review (1968-Present/(4), 1019-1054.

Rice, L., & Barth, J. (2016). Hiring Decisions: The Effect of Evaluator Gender and
Gender Stereotype Characteristics on the Evaluation of Job Applicants. Gender Issues, 33(1), 1-21. doi:10.1007/s12147-015-9143-4

Sánchez Abril, P., Levin, A., & Del Riego, A. (2012). Blurred Boundaries: Social Media
Privacy and the Twenty-First-Century Employee. American Business Law Journal, 49(1), 63-124. DOI:

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