When a new HR director joins a company, the HR team expresses concerns about the process used for selecting new hires. In the current process, interviewers ask their own questions and use their own criteria for assigning letter grades. This system has resulted in poor hiring decisions, a lack of consistency across departments, and a lack of diversity in certain departments. The HR team is not confident that the organization is hiring the right people, but each department still thinks it can handle its own hiring better than HR can; they are not interested in trying a new process. What is the best way to handle concerns about the current hiring process Create a structured interview process that standardizes the questions asked and the criteria for grading. Analyze turnover, performance, and exit interview data over the past two years. Maintain the current process but provide interviewers with behavioral anchors to define each grade. Solicit feedback from organizational stakeholders about the key qualities they are looking for in talent. When a new HR director joins a company, the HR team expresses concerns about the process used for selecting new hires. In the current process, interviewers ask their own questions and use their own criteria for assigning letter grades. This system has resulted in poor hiring decisions, a lack of consistency across departments, and a lack of diversity in certain departments. The HR team is not confident that the organization is hiring the right people, but each department still thinks it can handle its own hiring better than HR can; they are not interested in trying a new process. What is the best way to address the lack of diversity within certain departments? Meet with the interviewers to explain the company's requirement to maintain a culturally diverse organization. Send the interviewers a copy of the company's diversity policy. Discipline the interviewers for engaging in discriminatory hiring practices. Develop a diversity hiring program to help reverse this trend