Often when an employee receives a promotion to a managerial position, they are not always prepared for all the responsibilities that come with it, like managing employees. Sure, they have knowledge and certain talents, and a solid understanding of the expectations of the job or they wouldn’t have been selected. But, do they know how to hire skilled, qualified individuals and avoid discrimination? And, better yet, do they know how to inform an applicant they have been denied the job? If they don’t, it could cost you $80,000!
In a recent case, the Equal Employment Opportunity Commission (EEOC) settled a charge of age discrimination requiring Bay State Milling Company pay $80,185. The EEOC’s suit charged that Bay State Milling Company discriminated against Gary Legore, a qualified applicant, when the hiring manager for the vacant miller position rejected him because of this age. The hiring manager informed Legore of the company’s desire to hire a younger individual for the job. [Italics are mine.] The company ultimately hired a 22-year-old with less experience than Legore. Ouch!
An EEOC official stated, “When a company is seeking someone to fill a vacant position, it is important that it looks to an individual’s qualifications and ability to do the job and not to his or her age, which should never be a factor in a company’s decision to hire.” It is clear the EEOC does not tolerate discrimination of any kind and neither should you!
Training managers to be successful in a new position (or an established one) is imperative. Giving them practical guidelines for interviewing and conversing with an applicant will help them practice focusing their attention on job-related information and the applicant’s qualifications using an unbiased view. Hiring managers will appreciate your assistance and value the trust you have placed in them to build a skilled workforce.
Contact HRN for more information about hiring policies and other useful tools for managers.