Employment Laws Narrowing Down Candidates to Interview

Due to the necessity to adopt an unbiased approach toward selecting the people that qualify for the job, the existing regulations should be used to provide each candidate with a chance to exhibit their abilities and skills. At this point, one should address the very idea of equality and the concept of equity as the principle that should be used in the specified scenario. Since certain population groups can be regarded as vulnerable and, thus severely underrepresented in the business world, it will be critical to ensure that each of the specified demographic is given a chance to express their potential.

Therefore, to reduce the number of candidates for a job position to several people among which the best option can be selected, I will use the existing regulations to avoid any biases in my judgments. For instance, I will not dismiss a woman as a potential employee under the pretext of her possibly asking for a maternal leave at some point in her career. Similarly, I will not make any assumptions regarding the diligence and efficacy of a potential employee’s performance based on their race, religion, culture, or any other characteristic apart from their skill set. Thus, the existing regulations will help me to avoid making hasty decisions that will ultimately lead to a biased or prejudiced attitude toward a candidate for a job.

It should be noted that narrowing down candidates for a job position is a necessary step, and the dismissal of the people that do not meet the set professional criteria should not be seen as worthy of reproach as long as there are no prejudices involved. Thus, I will use the existing laws to narrow down the list of candidates based on their prowess and skill set. However, when having to choose between two equally skilled people, one of whom belongs to a vulnerable group, I am likely to choose the latter to maintain my integrity and support the corporate values.