The third session of our Breakthrough Development Program, held on February 6, 2025, was both insightful and engaging. We explored the case study “Whom Should We Promote?”, which highlighted the complexities of hiring decisions and the biases that can influence them.
The Hiring Dilemma
Alan Smith, a senior manager at a medical devices company, faced a tough decision: selecting the right candidate for a key leadership position. After careful evaluation, two top-performing internal candidates stood out:
- Mita Anand – A strategic thinker, confident, and outspoken.
- John Merriweather – A consistent performer with a strong cultural fit.
While both candidates were highly qualified, the discussion took an unexpected turn when one team member, Elliott Bowers, raised concerns about Mita’s behavior at a company event. He implied that her participation in a fun karaoke session was unprofessional, especially for a working mother. This remark subtly influenced the team’s preference toward John.
Bringing the Case to Life: Our Roleplay Experience
One of the highlights of our session was a roleplay activity, where we acted out a key moment from the case—Alan Smith consulting his boss about his hiring dilemma. This interactive exercise allowed us to step into the shoes of decision-makers and explore the ethical challenges in recruitment.
The roleplay was both fun and enlightening! Through acting and realistic conversations, we gained firsthand experience in balancing merit-based hiring with workplace dynamics. We developed a deeper understanding of the pressures hiring managers face and how subjective biases can influence decisions.
By immersing ourselves in the situation, we also learned how leaders must defend their decisions based on facts and job performance rather than personal opinions. This was a powerful exercise in critical thinking and ethical decision-making.
Key Takeaways on Fair Hiring
1. Prioritize Performance Over Perception
A candidate’s social behavior outside of work should not overshadow their professional capabilities. Hiring decisions should be based on skills, leadership potential, and job performance rather than personal biases. Leaders must remain objective and ensure their choices align with business needs.
2. Be Aware of Unconscious Bias
The comments about Mita’s behavior reflected gender biases and stereotypes that can unfairly impact hiring choices. Leaders must actively challenge these biases to ensure fairness. Recognizing these influences helps organizations cultivate a truly inclusive environment.
3. Consult Higher Management When Needed
Our roleplay reinforced the value of seeking guidance when facing difficult decisions. Consulting senior leadership can help align hiring choices with company values and long-term goals. A second opinion can also provide clarity and ensure decisions are made with due diligence.
Final Thoughts
This session was a perfect mix of learning and fun! Through roleplaying and in-depth discussions, we realized the importance of objective hiring processes that focus on merit and leadership potential.
As future leaders, we must cultivate an inclusive and unbiased workplace where talent is recognized and rewarded fairly. By focusing on performance, skills, and leadership potential, we can build strong, diverse teams that drive success.
Looking forward to more engaging and insightful sessions like this!
Build a Fair and Inclusive Workplace
Fair hiring practices are essential for strong, diverse teams. At John Clements Consultants, we help organizations implement unbiased recruitment strategies that drive success. Contact us today to learn how we can support your hiring needs.
