Value of Diversity in the Workplace
- Submitted by: dammiller1962
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- Date Submitted: 06/09/2012 01:25 PM
- Pages: 5
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Value of Diversity in the Workplace
This has turned out to be more difficult than I thought that it would be. What I have chosen is to discuss the latest hiring of my information specialist (IS). I will discuss what I did after I advertised the position; tallied the resumes; graded the resumes; and categorize what I believed was the important items I needed in the potential candidate. I will also disclose what my boss dictated.
The information specialist is a person that will have the necessary knowledge to talk with the public; to answer all questions and attempting to fill that short time with as much useful information, while not monopolizing the visitor’s time. While interacting with the public, the IS must be cordial, articulate, and pleasant. This is very important, as the IS will be the first person that the public will interact with, and so the “first impression” must be the best possible impression.
I was able to attract twenty-two possible candidates for this one position. After reviewing them all, I decided to use a general guideline to narrow the field down to five strong individuals. My guideline included the normal things: education, skills, forest subject matter etc. After much consideration and calculating, I was able to get the number down to seven. That is when my boss came into the room, and told me that I was to hire a minority. She then defined to me what she considered “a minority”. The bottom line, her definition was that it was to be someone other than a Caucasian person.
What a pickle. The list that I had made was made of only seven names. The problem was that I made the list from the resumes and the questionnaires coupled with random tests that were administered. In all the paperwork that I had accumulated, there wasn’t anything asking about race or ethnic backgrounds. I had not had the opportunity of having a personal interview with any of them. What was I going to do? My first concern was for why my boss...
This has turned out to be more difficult than I thought that it would be. What I have chosen is to discuss the latest hiring of my information specialist (IS). I will discuss what I did after I advertised the position; tallied the resumes; graded the resumes; and categorize what I believed was the important items I needed in the potential candidate. I will also disclose what my boss dictated.
The information specialist is a person that will have the necessary knowledge to talk with the public; to answer all questions and attempting to fill that short time with as much useful information, while not monopolizing the visitor’s time. While interacting with the public, the IS must be cordial, articulate, and pleasant. This is very important, as the IS will be the first person that the public will interact with, and so the “first impression” must be the best possible impression.
I was able to attract twenty-two possible candidates for this one position. After reviewing them all, I decided to use a general guideline to narrow the field down to five strong individuals. My guideline included the normal things: education, skills, forest subject matter etc. After much consideration and calculating, I was able to get the number down to seven. That is when my boss came into the room, and told me that I was to hire a minority. She then defined to me what she considered “a minority”. The bottom line, her definition was that it was to be someone other than a Caucasian person.
What a pickle. The list that I had made was made of only seven names. The problem was that I made the list from the resumes and the questionnaires coupled with random tests that were administered. In all the paperwork that I had accumulated, there wasn’t anything asking about race or ethnic backgrounds. I had not had the opportunity of having a personal interview with any of them. What was I going to do? My first concern was for why my boss...