Discrimination And Reflection On The Employee Selection Process

This analysis serves two purposes, to identify if the system in question is discriminatory and to reflect on the employee selection process. For discrimination, I discussed the difference between the two types of discrimination, in that they both have to have to do with the policy either intentional or unintentional. In the selection system for the tellers, the bank compiled datum on three racial groups, Caucasians, African-Americans and Latinos, during the past year. Comparing African-Americans with their Caucasian counterparts, an adverse impact is identifiable, whereas no adverse impact was identified when comparing the Latino applicant pool with Caucasians. Reflecting on the employee selection process, it can see tiresome, especially, if an organization only needs to fill a junior position. Nevertheless, by investing the time and money into ensuring that the right employees are in the right position regardless of importance will result in a better organization.

Keywords: employee selection, disparate impact, disparate treatment, discrimination
Evaluating Disparate Impact Discrimination In

This makes choosing the best applicant to move along in the selection process much easier. Albeit, choosing an applicant is not as easy as matching requirements with qualifications, the organization must decide which set of skills or abilities weighs more for a particular position. For example, does the applicant have the required education and experience? Now consider two applicants, both meeting the requirements, one with a higher education but lower work experience versus one with a lower education but higher work experience. In order to choose the best applicant during this phase, the organization must decide which skill sought after more in order to select the best