I will review the major flaws in an article that offers seven doable strategies for reducing prejudice in the recruiting process in this article’s criticism.
The post offers helpful suggestions for minimizing prejudice throughout the recruiting process. The recommendations include writing precise job descriptions, adopting blind recruiting procedures, developing structured interview questions, assembling a hiring committee of people from different backgrounds, using objective tests, utilizing data analytics, and offering training and education. Diverse and inclusive research facts support the author’s recommendations. This article’s ability to provide employers with simple, doable ways to combat hiring prejudice is one of its strong points. The article might make it easier for businesses to execute the suggested practices by offering specific recommendations. The paper, however, may have benefitted from a more thorough examination of data analytics. The article suggests employing data analytics to monitor and spot any bias but does not give specific examples of how businesses may accomplish this. Readers may better comprehend this crucial part of decreasing hiring prejudice if data analysis methods and tools were covered in more depth. As a result, it has several flaws, which I will detail below.
One of its weaknesses is that this essay needs more proof to support its assertions. The article claims that its advice is supported by evidence, but it does not include any citations or references to support this assertion. Because of this, it is challenging for readers to assess the reliability of the article’s suggestions. The article must discuss the factors contributing to hiring prejudice (Nario-Redmond et al., 2019). While the article offers useful suggestions for minimizing prejudice throughout employment, it ignores systemic problems contributing to bias, such as unfair educational and training policies and procedures. The offered methods might only successfully eliminate hiring prejudice in the long run if these underlying reasons are addressed.
Also included in the discussion are the proposals’ possible drawbacks and obstacles. For instance, employing blind recruiting practices might not be practical for many companies, especially in smaller businesses or sectors where word-of-mouth and recommendations are important factors in hiring. The same goes for companies that do not have a varied workforce and may find it difficult to hire a diverse team.
The article’s failure to acknowledge the intersectionality of hiring prejudice is another flaw. A hiring prejudice may be exacerbated by ethnicity, gender, sexual orientation, and disability. Even though the essay emphasizes the value of a diverse recruiting team, it does not offer suggestions on how to deal with the intersectional nature of hiring prejudice (Hudson et al., 2023). The essay also needs a critique of the remedies it suggests. Although the article offers doable suggestions for reducing prejudice, it fails to recognize its advice’s restrictions and potential unexpected implications. This may result in a simplification of the issue and provide damaging or inefficient remedies. Finally, the paper does not mention any possible unexpected repercussions of its suggestions. Adopting objective evaluation criteria might favour applicants with specific histories or experiences. Data analytics are needed to adequately account for the complexity of bias in the recruiting process.
In conclusion, while this article offers useful advice on how to lessen discrimination throughout the recruiting process, its usefulness could be improved by several major flaws. The essay needs to have a thorough knowledge of the complexity of hiring prejudice, address the intersectionality of hiring bias, critically analyze the remedies it suggests, and offer instructions on tracking progress. In order to establish a thorough strategy for tackling hiring prejudice, readers should proceed with care while implementing the article’s recommendations and look for additional resources.
Nario-Redmond, M. R. (2019). Ableism: The causes and consequences of disability prejudice. John Wiley & Sons.
Hudson, S. K. T. J., Myer, A., & Berney, E. C. (2023). Stereotyping, prejudice, and discrimination at the intersection of race and gender: an intersectional theory primer.