This could point to the existence of elements in the interview process or other areas which allow white males to perform better, addressing their strengths, and not allowing people from different cultures and backgrounds as well as older individuals in illustrating their strengths.
This could be at the root of the problem of why everything and everyone is the same at Dixon Motors as the recruitment process looks for a specific brand of people. For example, older individuals don’t tend to perform well in behavioral interviews (Lindenberger). Non-Caucasian people may tend to focus more on who they know rather than what they know during an interview process. It is only by accepting the diverse strengths of multiple cultures and people that the company can incorporate them successfully in the organization and benefit from innovation and new development as well as getting access to a wider talent pool (Bassett-Jones 169-175). Shifting recruitment dynamics will not cost the company much either.
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