The need to be politically correct when you select the right candidate for your business or a project can make or break your business.

It is crucial to get it right. So how do you make a call when dealing with a decision that is a logical demographic choice?

In some businesses, choosing staff based on age, gender or race can benefit the company and customers, but what if hiring is so wrong it can cause a protest?

Don’t send a man to do a woman’s job

A recent example of a bad hire based on gender is the appointment of a man as Scotland’s first-period dignity officer.

You have to wonder how they can get it so wrong?

Logic would surmise that a woman is the best option for a position linked so closely to such a critical element of women’s lives. We have to ask what the requirements are for the job and the pros and cons of appointing a man to represent women’s reproduction.

If the outcry in the USA with a panel of men making decisions on the legality of abortion and the consequences if women break the law is not an indication of what not to do, surely a first-world country would not be making the same mistake.

Make a logical decision

If you had to consider your business, what positions would you think can best be done by a particular demographic? If you had to consider logic and remove political correctness to ensure the right person is appointed.

For example. Is your company appointing an Asian team member to an Asian client? Would it make a difference to the efficacy of the business? Would a Portuguese staff member do the job just as well? Most likely, yes, but logic would say that cultural nuance can improve the company beyond the day-to-day requirements of the job.

The same would apply to a male wax technician or an older staff member as a counselor. It may be a personal choice, but making customers and staff comfortable with the appointment may mean more for your business than you think.

We were setting our own biases and restrictions

What about other restrictions? In South Africa, there are still BEE requirements for some companies. Local vs. international skills, in-person vs. remote working. All these factors can mean you do not get the best for the job because of limitations in the job spec or a pre-existing bias.

The Harvard Business Review did a study on some of the bias issues we face in the workplace and the bias against older workers. The key learnings will surprise you in how to manage diversity and eliminate discrimination in the workplace.

Don’t let your skill retire just yet

A leading call center company changed the age demographic of their call center agents to include previously retired staff. They showed an increase in conversions, as well as longer call times. The audience was far happier to chat with an older person who had something in common with them, as the more senior call center agents were chattier and more natural on the phone.

They can also speak the same language as older customers calling in for help.

If you have highly experienced staff, losing that experience to retirement can be devastating.

Consider part-time, consulting, or even training options for them in your business. So instead of losing all that skill in one shot, you can ensure a handover of knowledge. The retiree can also get some much-needed time off while still feeling relevant and earning cash.

The next time you have to fill a position in your business, ask your team what they think the best options would be. Your group can learn complex skills, but soft skills are where you can make a real difference in your business.

Bizcash offers companies finance solutions that can help you grow your team, train staff, and enter into new markets?

Please speak to our team to find out more about how we can help you. Get in touch with us on 0861 93 93 93 or email us on info@bizcashscf.co.za or contact us here.

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