Tag Archive: recruiting

Is Your Small Business Unlikely to Hire Muslims

Is Your Small Business Unlikely to Hire Muslims
Research conducted at Davenport University by Murad Ali indicates that Muslims are the least likely out of all other ethnic groups to be hired by employers. Participants were students enrolled in either the MBA program or in business undergraduate courses. The type of full-time work the students engaged in ranged from entry level to senior executive. Many of the MBA students were already managers and had hiring powers within their companies.
Participants ranked their desired applicants for positions based upon their own preconceived notions from 1-5. A ranking of 1 meant that the applicant was most desirable and a ranking of 5 meant that the applicant was least desirable. All of the applicants were considered to be equally qualified and all of them were male. The only difference between the applicants was there name. Robert Schwalbach (White), Tyrone Johnson (Black), Yan Chin (Asian), Pedro Gonzalez (Hispanic) and Ahmed Al-Arabi (Muslim) were used to represent the different races and ethnic groups.
The results of the study indicated that the following order of preference was as follows African American, Caucasian, Asian, Hispanic and Muslim. African Americans were more likely to be called back for employment while Muslims were the least. The data was split into similar groups with African Americans, Caucasians, and Asians on the far left with Hispanics and Muslims on the far right. Data indicating which background the participants came from wasn’t collected.
It is interesting to note that those people who are considered “main stream” or who have been in the country for some time were all very similar in their rankings. Hispanic and Muslims who are seen as newer immigrants were stratified as the least likely to be hired. In essence this means that immigrants are not considered to have the same desirability to employers as “main stream Americans”. It is therefore possible that poverty, unemployment and lack of healthcare may be something imposed on this group than by personal choice.
Employers should be aware of the results of this study because it has an impact with their compliance to the Civil Rights Act. As Muslims become more aware of their rights in the workplace employers may have more lawsuits to deal with. If the hiring managers allow their personal preferences to determine who they are going to hire, instead of most qualified, the bottom line of the company may be affected.

3 Ways to Hire a Superstar

Let’s say you are the general manager of an NBA team and you want to win the championship (assuming of course that you solve your labor dispute and get back to playing ball). There are two ways to approach this goal. Which do you think offers you the best chance of winning it all?

First, you could assemble a team of one great player, some other really, really good players and a few OK players to round them out
Second, you could nab three superstars and fill out the team with a bunch of role players

If those scenarios sound familiar, it’s because they are. Last year’s NBA Championship consisted of the Miami Heat, with three superstars – LeBron James, Dwayne Wade and Chris Bosh. That mega-team made it to the Championship Finals their first year playing together. They were surprisingly beaten by the Dallas Mavericks, a team that no one considered to be a championship threat, mostly because they were made up of but one legitimate superstar (Dirk Nowitzki) and a team of talented role players.

You will notice that the one common trait that both teams had is at least one rock star player; teams without one don’t even sniff a championship.

The sports analogy applies surprisingly well in a small business context. Having a superstar employee can take your team over the top too – whether it’s an exceptional salesperson, a superstar marketer or what have you.

But just how do you find and hire superstar talent? Here’s how:

Be ready: Exceptional people will only go to a business that is exceptional as well. They will expect a wide berth and a lot of support. Therefore you have to be internally prepared – both logistically as well as psychologically – to accommodate the superstar, for the superstar will likely have some baggage: A big ego, demands, the need to do business his or her way, etc.

Now, maybe the person won’t be prima donna (probably won’t be, in fact) but you do need to be prepared for the fact that there will likely be some new demands made upon your organization. After all, you are recruiting the talent for some reason. They know that.

Recruit: Locating a superstar in your industry is often best left to professionals, that is, a talent recruiter. Executive recruiters are available in every industry and are great because they know both the players and the business. They will have leads, contacts and ideas that you do not. Sure it will cost you, but so will the superstar. You get what you pay for.

Of course you could try finding the person on your own – posting on Monster.com and Craigslist for instance – but it will take a lot more time and the results will probably not be nearly as great. After all, how many superstar talents are out there actively scouring Craigslist advertisements? Right.

Be prepared to pay: Superstars may expect superstar pay and benefits: Full medical and dental, a 401(k), several paid weeks off a year, paid holidays and significant base compensation with a hefty bonus structure built in.

Perks: Your rock star may also expect:

A company car
Life insurance
The ability to telecommute
Hi-tech toys like state-of-the-art laptops, smartphones, software and other tools
Ongoing training
The chance for growth within the company

Other issues: Be prepared for the fact that your regular staff may resent the newcomer, especially if the perks he or she receive are fairly transparent. That sort of inequality can’t help but breed problems. By the same token, the newcomer may expect that, for the pay he or she is getting, the place will be exceptional. Is it?

Bringing in a superstar has many benefits, but it is not always an easy fit. As with a sports team, egos often need to be finessed. But if you can mange that and get them to play together, your superstar just may lead you to the Promised Land as well.

About Steve Strauss

Steve Strauss is one of the world’s leading small business experts. The senior small business columnist for USA Today, his Ask an Expert column is one of the most highly-syndicated business columns in the country. Steve is also the author of the Small Business Bible and his latest book is Get Your Business Funded: Creative Methods for Getting the Money You Need. A popular media guest, Steve is a regular contributor to ABC News Now and frequently appears on television and radio. His business, The Strauss Group, creates unique, actionable, entertaining, and informative multi-media small business content.