Quick Software, Inc. is a software development company that annually hires a large number of software engineers, mathematicians, and administrative personnel. Each of these classifications of employees requires different qualifications. Software engineers need to have a background in computers and engineering principles, mathematicians need to have extensive course work in mathematics, and administrative personnel need a variety of skills, ranging from accounting to marketing to management. To fill these positions, Quick periodically conducts interview sessions at State University of Science and Engineering, which has a national reputation for producing quality engineers and scientists. Approximately, 80% of the graduates from State University are male. Are there potential issues with the way that Quick recruits new employees? What steps might Quick take to remedy issues with its recruiting practices?
The company doesn't have a problem unless 80% of the employees hired are male employees. The governmental agencies responsible for assessing workplace discrimination adopted a rule of thumb that is used to consider a selection rate for any race, sex, or ethnic group which is less than four-fifths (4/5) or eighty percent (80%) of the selection rate for the group with the highest selection rate as a substantially different rate of selection. I noticed that ...
This response discusses recruitment issues at Quick Software and possible remedies the company can take to rectify these problems.