Diversity factors and preferential treatments in selecting employees

Abstract

This study examines the effect of hiring managers' demographic characteristics on employee selection preferences, and the strength of the manager's selection preferences towards candidates' demographic characteristics when the candidate's relative qualification changes. A sample of 156 respondents from various industries in Malaysia was acquired and analysed using cross-tabulation, Chi-square and t-test of differences in means. Six variables examined were age, gender, race, religion, marital status, and locality of education. The effect of hiring managers' demographic characteristics on the decision to hire a candidate is significant for two variables: race and religion. Also, the strength of preference, based on the candidate's race and religion, remains high even though their qualification was lower. Implications of the study are discussed.

Attracting Minority Applicants to Malaysian Organizations: The Effect of Race Composition

“…University students were chosen as they bear the closest resemblance to potential applicants among other participant cohorts. As a result of public policy in Malaysia, private higher learning institutions in Malaysia commonly include a large group of nonmajority or minority Malaysian Chinese students (Manshor et al 2003;Tan 2002). Hence, private higher learning institutions in Malaysia are an appropriate context for recruiting minority Malaysian Chinese individuals.…”

The Relative Strength of Preferences for Association with Coethnics: Malay-Malaysians and Chinese-Malaysians

“…These paradigms are believed established by the colonials that divided the ethnics based on segment of economies during the colonial era. Diversities in each paradigm have led Malaysia been described as a minefield of cultural sensitivities [2], hence may influence the development of economy, selection of employees [3], working values [4] and much more. However, [1] believes that the four paradigms are temporary as the demographics of Malaysia may change influenced by the economic development, migration of people, political growths as well as demographic changes in the region.…”

Relative Importance of False Positives in the Selection Process

“…However, it is evident other factors are influencing decisions in selection. Previous research has taught us that decision makers have limited insight into their own decision making process (Dunn et al, 1995;Moy & Lam, 2004), have limited information or are misinformed regarding selection tools (Ryan & Tippins, 2004;, and make decisions based on factors other than assessment-performance linkages (Frank & Hackman, 1975;Klehe, 2004;Manshor et al, 2003). As demonstrated by these findings, it is clear there are many stakeholders, factors, and issues affecting selection decisions.…”

“…Moreover, this preference remained high even if the candidates similar to the decision maker had lower qualifications (Manshor, Jusoh & Simun 2003).…”

“…In selection, it would be an inclination of decision makers to select candidates similar to them in regards to some individual characteristic such as demographics and background. In their study, Manshor, Jusoh and Simun (2003) examined the effect of hiring managers' demographic characteristics on employee selection preferences. Results indicated the effect of managers' demographic characteristics to be significant for both race and religion.…”