Organizational Culture

1. Answer the Question: What is worse, a false negative or a false positive? When might we make a decision to try to make great efforts to reduce false-negative decisions? When might we especially try to reduce false-positive decisions, even if it means increasing the number of false negatives?
2. reply classmate’s comment

From my experience, false positives are so much worse for an organization. Of course, there is the resource waste of the time for recruitment/interviewing process/onboarding/training, but there’s so much more waste that happens after the fact when the employee doesn’t fit, perform, or maybe causes additional problems for the company. First hand, when we have performance issues or an employee that doesn’t fit well but knows how to play the game to draw out their termination, the amount of effort of their manager, their team, and me as HR has to go through is a major waste in time for the company, not to even mention the morale and culture of the team plummeting depending on what’s going on. The employee who isn’t working out could also potentially try to raise legal claims if everything isn’t done completely correctly that would also cost the company plenty of resources, causing the process to potentially be slower.
False positives could potentially be avoided by putting them through a long interview process that might have them produce a portfolio, demonstrate skills that might be needed on the job, or provide detailed past experiences. References might be a very important part to help screen these individuals once the hiring manager is at the point of a decision. These measures should be taken when hiring for the management or a position that requires very specialized skills that are not easy to learn.
False negatives could be avoided by providing a broader spectrum of evaluations where the scores assigned are more subjective toward fit and personality versus specific skills. Not all successful candidates for different jobs may be able to present uniformly as the perfect candidate or they could be affected by anxiety (or something else). We would likely want to reduce false negatives when we’re having issues establishing a diverse team and struggling with evaluation criteria as it could be that some of the factors causing us to reject are symptoms of potential adverse impact. For more information on Organizational Culture check on this: https://en.wikipedia.org/wiki/Organizational_culture

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