I believe the underlying concern that you are raising is the potential for the 1:1 hiring ratio, which isn’t necessarily wrong; however, it depends on its reasons. Below are – general ideas – of what is typically non-defensible and defensible regarding the 1:1 hiring ratio. Non-defensible: 1) Did not follow the affirmative action plan as it was outlined by conducting positive recruitment and outreach 2) Did not keep records of applicants that applied Defensible: 1) Not all jobs must be listed with the employment service delivery systems (ESDS) as there are some exclusions (e.g. internal positions, positions lasting 3 days or less, and management/executive positions) 2) The internet applicant definition was not met by individuals 3) A temporary employee transitions to a permanent employee; thus, the job was not posted onto the ESDS so there is no other potential selection pool 4) Layoff recalls for union workers Hopefully this helps guide you in the right direction as you move forward with your great hire! Good luck.