What challenges could arise from standardizing employee selection programs in a multinational orgaization?

Question

How are those management challenges similar to challenges encountered by organizations that accommodate diversity?

Answer 1

When I went through a standardization at my last company (national, and part of an international group), it created more paperwork and the need for more documentation. I had to negotiate getting a part time assistant for the 4 busy months a year to help me screen applications/resumes and process interview forms. I had to get a very large filing cabinet, because my company had not gotten a real recruiting data base (they were using People Soft eRecuit which DOES NOT MEET THE NEEDS OF HR IN AN APPLICANT STANDARDIZATION PROCESS).

Plus there is the whole thing of getting your managers on board with the standardization. That is a pain! Managers are managers because they are leaders, and leaders tend to be stubborn. They don't like doing the paperwork, they don't like being told what to do and what to ask.

Diversity I found much easier to accommodate. The paperwork is fairly minimal. And it's handled by HR or your EEOC coordinator. The managers weren't allowed to any sensitive information. It was usually pretty obvious if they were discriminating, and easy to fix.