Why Do Companies Sometimes Hire Below-Average Candidates to Meet Diversity Goals?

Some companies may be under pressure to meet diversity goals, sometimes resulting in the hiring of candidates who are below average in terms of skills or qualifications. This approach, however, is not without its downsides. Failing to ensure that the selected candidates meet the necessary standards can lead to resentment, decreased morale, and even legal complications. In this article, we explore why some organizations might resort to hiring below-average candidates, the potential negative consequences, and what companies can do to strike a balance between diversity and performance.

Diversity Goals and the Pressure for Inclusion

Companies have realized that diversity not only enriches their company culture but also brings a variety of perspectives and skills that can foster innovation. As a result, many organizations have established diversity targets and quotas. While these measures are beneficial, they can sometimes create pressure to meet these goals, leading to a search for candidates who fit the diversity criteria but may not excel in other areas.

The Impact of Hiring Below-Average Candidates

The recruitment of below-average candidates can have several negative repercussions:

1. Resentment and Low Morale

The hiring of less qualified candidates can generate resentment among team members who are concerned about their job security and the quality of their contributions. When underqualified individuals are assigned to key roles, it can create a domineering atmosphere where employees feel undervalued and demotivated. For example, a woman who believes another candidate received a job offer because of their looks, rather than merit, is likely to feel frustrated, leading to reduced engagement and productivity.

2. Poor Performance and Reduced Morale

Below-average candidates can struggle to meet job expectations, leading to poor performance. This can directly impact the overall success of the project or organization. When tasks are not completed to a high standard, it can result in quality issues, delays, and even financial losses. Furthermore, the underperformance of these candidates can lead to a ripple effect, where other team members also suffer from the negative consequences.

3. Legal and Ethical Concerns

The recruitment of below-average candidates can also raise legal and ethical concerns. If the decision to hire these individuals is based on protected characteristics such as race, gender, or ethnicity, it could be seen as discriminatory. Additionally, if the company is aware that the candidate lacks the necessary skills but decides to hire them anyway, it may be viewed as unethical and could result in legal action.

Balancing Diversity and Performance

To ensure that diversity goals are achieved without compromising performance, companies must adopt a balanced approach to recruitment:

1. Clear Recruitment Criteria

Developing clear and objective criteria for the recruitment process is essential. This should include a detailed job description, a set of skills and competencies required for the role, and an evaluation process based on these criteria. These criteria should be communicated transparently to all applicants to avoid any misunderstandings or suspicions of favoritism.

2. Training and Mentorship Programs

Providing training and mentorship programs to help candidates improve their skills can be an effective way to leverage diversity without compromising on performance. These programs can be tailored to address specific gaps in the candidates' knowledge and provide them with the necessary tools to excel in their roles.

3. Diverse Interview Panels

Forming interview panels with a diverse range of stakeholders can help ensure that multiple perspectives are considered during the hiring process. This approach can prevent the "micro-inequities" that can arise from a single decision-maker pushing for diversity at the expense of performance.

4. Regular Monitoring and Evaluation

Regularly monitoring and evaluating the performance of hires can help identify any issues early on. Companies should develop key performance indicators (KPIs) and conduct regular performance reviews to ensure that all employees, regardless of their background, are meeting their job requirements.

Conclusion

While the goal of diversity is commendable, it is crucial to strike a balance between inclusivity and performance. Hiring below-average candidates to meet diversity goals can lead to significant issues, including resentment and poor performance. By adopting a fair and balanced approach to recruitment, companies can achieve their diversity goals without sacrificing the quality and success of their workforce.