Part 1
How might recruiting practices aimed at these people differ from those one might apply to the “average” recruit?
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Part 2
Given Part 1 of this discussion, how does this relate to discrimination based on national origin and how might an organization minimize the potential for related EEOC complaints?
Source: Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. Human Resource Management: Gaining a Competitive Advantage. Boston, MA: McGraw-Hill Irwin. (10th Edition)
