PepsiCo boss fires recruiter for failing on diversity

PepsiCo boss fires recruiter for failing on diversity

Speaking at a recent conference, PepsiCo’s President Brad Jakeman explained why a hiring bias caused him to a sack a recruiter – CampaignLive reports.

The head of the global soft-drink giant recalled firing a recruiter because she brought him just one CV that belonged to a woman, after he had requested a diverse group of candidates be found for a senior hire.

To continue reading FREE content

For news and offers direct to your inbox and online, pop your business email in the box below.
Read more about why you need to register.

We would like you to become part of HR Grapevine and join the most engaged online communities of HR Professionals in the UK. Thousands of HR Professionals just like you have already registered with HR Grapevine and we would like you to join in - its FREE!

However, an EU regulation coming our way means that to continue hearing from us, you will need to become a registered user. No matter the outcome of BREXIT, this regulation will apply to us while we remain in the UK and perhaps beyond.

Access across the HR Grapevine site will continue to be free of charge once you register. You will also be able to join our other communities for:

  • Recruiters
  • Business Leaders

Every reader we retain, is very important to us, and we would appreciate you taking the time to Register with us now.

If you find yourself asked to register again, please make sure that your browser cookie is enabled.

You may also like:

Register
* By registering you agree that you have read and agree to our Terms and Conditions and that Executive Grapevine International Ltd and its partners may contact you regarding relevant content and products.

Comments (6)

  • ChrisS
    ChrisS
    Wed, 8 Nov 2017 12:51pm GMT
    To get back to the point: it IS legitimate to try very hard to find a "diverse" candidate. It is NOT legitimate to extend that to bias against other candidates. So was anything wrong with the 9 out of 10 CVs he was arrogantly dismissing? In this case the female [sic] was fired because she failed to find other females. How enlightened.It's this sort of tokenism that undermines the diversity agenda.
  • Neil
    Neil
    Fri, 31 Mar 2017 12:59pm BST
    So he fired the recruiter as they refused to follow a discriminatory request to solely select people based on a protected characteristic?
  • MARK
    MARK
    Thu, 23 Mar 2017 3:24pm GMT
    This isn't a surprise to me as a minority candidate and recruiter,,,,,,,,I can remember one recruiting to place a candidate in a specific region of India and when every candidate coming through door was a White Euro centric candidate who didn't have a clue about where the facility was, the group all seemed to agree they were the correct fit. Then the one minority candidate who knew the region, language and culture of the area with the same if not more impressive skill set, well the discussion was I'm not sure whether he had all the skills needed......The irony was he was better qualified for the position without the presumed skills needed.

    The point is that as a minority candidate all too often you bring more to the table in terms of experience(s) and experience and then you are always in the position to have that questioned as legitimate. If the recruiter was doing their job, that should have been an easy recruit going to the proper sources.....
  • Rueben Stokes
    Rueben Stokes
    Sun, 12 Mar 2017 2:42pm GMT
    Brad Jakeman was exactly right to draw a line in the sand and eliminate that inept recruiter. Leaders must set the tone and standard for diversity recruiting. The message should be clear and unequivocal that successful Diversity & Inclusion overall, and diversity recruiting specifically is a strategic business advantage and a competitive imperative. Those recruiters that don’t take diversity seriously and don’t understand the lasting negative impact of hiring bias, and who view diverse candidate slates as a “check the box” or “nice to have if it isn’t too much extra effort” are dinosaurs who need to be managed out of the process.
    In addition, large organizations committed to diversity recruiting need to make sure that hiring bias does not creep into their online recruiting efforts. Recruiting algorithms created by humans with “diversity blind spots” could inadvertently and unintentionally be perpetuating the same biases as the fired recruiter.
  • Dirk
    Dirk
    Mon, 6 Mar 2017 2:03pm GMT
    I would not fix this only to the question of diversity. My experience with various recruiters from different recruiting companies is that, if they feel save when they have been choosen by your company it is a kind of easy going. e.g. I had a clear description and stated in a meeting for which kind of cadidates I was looking. After receiving the first CVs, really bullshit and after my complaints, I received a similar answer. Then I was asking a different company, which I knew before, just to check what tgey could do and the result was ten times better. Getting back to our recruiter and a lot of aplogizes later they started to present the right cadidates. I know that recruiting is not an easy job but to emphasize the cutomer needs is absolutely mandatory. Listen - Think - Act. Not always easy.

Most Read

Guide to Interim Management

Guide to Interim Management 2017

Related Insights

HR Grapevine Magazine Latest Issue

Magazine Features

Read More