Should A Company Have To Hire Based On Race, Gender Or Disability?

Should a company have to hire based on race, gender or disability?

Companies should not be able to hire any worker believing he/she will benefit the workplace because companies are not hiring the employees needed. Employers have plenty of workers to choose from and still demand more of job candidates because they want future employers to be able to fill a role right away, without training or ramp-up time. In other words, to get a job, you have to have that job already. Employers need to drop the idea of finding perfect candidates and look for people who could do the job with a bit of training and practice. There are plenty of ways to get workers up to speed without investing too much time and money, such as putting new employees on extended probationary periods and relying more on internal hires, who know the ropes better than outsiders would. Although, the perceptions about a lack of skilled workers are pervasive; For example, the staffing company Manpower Group, for instance, reports that "52% of U.S. employers surveyed say they have difficulty" filling positions because of talent shortages. Finding candidates to fit jobs is not like finding pistons to fit engines, where the requirements are precise and can't be varied. Jobs can be organized in many different ways so that candidates who have very different credentials can do them successfully. During the Silicon Valley tech boom of the 1990s, for example, only about ten percent of the people in Information Technology (IT) jobs had IT-related degrees. While it might be great to have a Ph.D. graduate read your electrical meter, almost anyone with a little training could do the job pretty well. Companies need to stop pinning so much of the blame on our nation's education system and drop the idea of finding perfect candidates and look for people who could do the job with a bit of training and practice.