Consider the following scenario:
You are the director of HR at New York City’s FirstBank and have been overseeing the process of recruiting candidates for a vice president position. Through an extensive process, 250 applicants have been whittled down to three finalists. The vice president will be in charge of making final decisions on commercial loan approvals among other duties, so he/she will have a public-facing job, meeting with business owners, CEOs, and CFOs on a regular, daily basis. Each finalist has gone through significant background checks, and all are extremely well-qualified for the job. You are well aware that your bank is trying to become more diverse, and while it has succeeded in achieving diversity in the lower levels of employees, the vice presidents, board, and president of the bank are all white males. After multiple call-back interviews, the president and board of directors have asked you for your recommendation as to which finalist to hire. While thinking through your decision, you decide to see if any of the candidates have open Facebook or Twitter accounts. Though this effort didn’t provide you with a lot of information, you did copy and paste what you found into a document to reflect on as you decide on your recommendation.