On February of 2014, Kayla Danielle Reyes Abina claims that she was turned down for a job at the Macy’s inside of Fashion Fair Mall, in Fresno California. According to an article for the Daily Mail by James Nye, Reyes affirms the hiring manager voiced her reservations in regards to Reyes ability to perform due to her service. Reyes assures the reason she didn’t get the job was her 4 years in the army, and the hiring manager’s fallacious beliefs about veterans. After the incident Reyes shared her experience on Facebook where it generated a mass of public uproar and attention. In the aftermath of the internet uproar Macy’s released a statement claiming they were firm supporters and employers of veterans. Reyes claims that Macy’s also offered her a job after all of the attention she received, but she declined. Many issues arise from this instance including: potential discrimination, hiring practices, and the interviewing process. For more on this case, see Nye. In this case, Reyes was in fact a victim of discrimination because she was misjudged and denied the job on the premise of serving in combat.…show more content… A structured interview is typically planned, the interviewer usually has a set of determined job related questions and a scoring system. On the other hand a non-structured interview is less organized with no preselected or scoring system. In this method the interview process is unplanned so the conversation can go on a tangent or be biased. Based on the natural flow of non-structured interviews legal issues can occur, that is why it is important to conduct a structured interview instead. With a structured interview questions can be checked for legality and relevance, which can help stay on topic and avoid potential discrimination. Having a scoring system can also help avoid bias and claims of discrimination. For more on structured and non-structured interviews, see
