MNMGT202 TUTORIAL CASE STUDY: Karen’s

Recruitment Process

Karen’s Recruitment process

The scenario below summarizes a recruiter’s effort to best manage the first round of résumé
selection in a limited time. Karen is one of her company’s most successful recruiters,
handling an average of twenty-five requisitions per month, filling 75 percent of the positions
within forty-five days. Read the scenario and answer the questions that follow.
Karen opened up her application folder for the financial analyst position. The number of
résumés listed gave her a moment to sigh: 152 résumés have been submitted for this
position. She had one hour before her next interview to disposition them all and send the
five best to the hiring manager.
She had built a process for weeding through the résumés quickly. Her company had targeted
five universities for their college recruitment program. Even though this was not a college
hire, Karen knew that having attended the targeted college would give a candidate a leg up.
She was able to quickly filter out with a quick Boolean search those who did not have one of
these five colleges on their résumés. This process left her with a manageable thirty-two
résumés. A quick review showed all but five had the prerequisites for the opening.
Karen knew the candidate for this position had to have sound mathematical skills. The last
person hired for this position was Ann Sung. Kim Lee’s résumé had similarities with Ann’s, so
it went into the best pile. “Only four more to go,” Karen whispered to herself.
Candidates Sam Johnson and Fred Hanlon were both U.S. Navy reservists, as was Peter, the
hiring manager. Karen knew Peter would enjoy speaking with them. “Two résumés for the
best pile left and fifteen minutes before I have to get going,” she thought.
The company had recently created a requirement that all candidate pools have at least two
“diversity” individuals. Although there were no photos on the résumés, Karen thought Jamal
Williams was African American, so she added his résumé to the pool to help satisfy this
requirement. Lastly, she saw a résumé of someone who had worked at her previous
employer. She liked everyone she had interviewed from this employer, so this résumé helped
her get to the five best, with five minutes to spare for a bathroom break.

Donovan, Mason. The Inclusion Dividend: Why Investing in Diversity and Inclusion Pays Of (pp. 120-
122). Bibliomotion, Inc. Kindle Edition.

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 Questions for Tutorial: Karen’s Recruitment Process

Q1. What could Karen do differently to limit the impact of some of her biases? Answer
(between 100 – 250 words)
I believe that Karan needs to give herself more time in order to pick out the candidates
which will lead to a more fair selection from the whole lot. Rather than picking her favourite,
she could have read over each candidates attributes and what the candidates could offer the
company and the position that was being applied for.

Q2. The company had a policy of diversity. Do you think that such a policy is effective in
creating a diverse and inclusive organisation? Answer (between 100 - 250 words)
In some cases I believe this is a good thing as all employees should know how to effectively
work with diversity even if it can present issues such as language barrios and the way each
person interprets information. I believe that this can help each employee become better at
working with diverse cultures and learn how to mitigate any complications that occur
together. Although the way Karen chose the diverse candidates was wrong as ones name
could have a different origin from their own culture. For example me being from an Indian
background I could have an English name such as john and completely be misjudged by
someone who has not yet met me.

Q3. Relate this case to what we examined in Session 2 (such as individual behaviours are
shaped by our values and personality i.e. Fundamental Attribution Error (FAE), Stereotyping,
Halo effect, Primacy effect etc.), then briefly identify and discuss at least three examples that
occur in this case study. Answer (between 150 – 350 words)
Stereotyping occurred in this case when Karen thought about selecting candidates with a
diverse background based on their name rather than actually meeting them in person.

Karen also picked a candidate due to their previous work/ studies as they went to the same
place as Karen. By doing this she disregarded other information and only focused on this one
small piece.

Karen picked 2 people just because they were in the marines/army. She read this bit of
information and thought that they would love to speak with Peter, who was the hiring
manager. This shows here picking candidates bases on the first piece of information she
received also known as the primary effect.

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 Marking Rubric Emerging Developing Mastering
1…………………..2 3……………………4 5……………………6
The explanation is The explanation has The explanation, with clear
simple with no clear links to learning links to learning from the
linkages to any from the session. session, is thoughtful and
learning from the insightful. Your response
session stays within the word
count

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