What approach to making a job offer is considered indefensible?

The judgmental approach to making a job offer is considered indefensible primarily because it relies heavily on subjective opinions and personal biases rather than objective measures or data. This method can lead to inconsistent and unfair hiring practices, as decisions made on personal judgments may not accurately reflect the qualifications or potential of the candidates.

In contrast, a data-driven approach uses quantifiable metrics to guide hiring decisions, which creates a more objective basis for evaluating candidates. This method tends to promote fairness and transparency in the recruitment process. Similarly, a consensus-based approach involves gathering input from multiple stakeholders, which helps ensure that various perspectives are considered, thereby reducing biases that may arise from a single person's judgment. Experience-based decisions can also provide valuable insights, especially when assessing a candidate’s fit for the position based on their previous work history.

Overall, relying on subjective judgments can undermine the credibility of the hiring process and lead to disputes over fairness and discrimination, reinforcing why this approach is deemed indefensible.