Benefits Of Attracting A Diverse Pool Of Potential Candidates

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

When companies hire solely for the physical features of certain qualified and chosen people, they are attempting to assist their business. By doing so, companies do not look at the personality,

Produce a report of approximately 750 words, in which you identify and assess 4 factors that affect an organisation’s approach to both attracting talent and recruitment and selection. Identify and explain 3 organisational benefits of attracting and retaining a diverse workforce. Describe 3 methods of recruitment and 3 methods of selection.

The purpose of this paper is designed to introduce, educate, and promote diversity within your company. Your company will be shown the merits of diversity and how diversity within your organization can be a benefit. This paper will be broken down into three main areas: Benefits of Diversity, Challenges of Diversity, and Recommendations for an effective diversity within your organization..

allocate to recruit and retain a diverse workforce; (2) Communication is a key component because is it

Diversity in the organization can affect the employees and their behavior in many ways. The effect can be positive and negative in the same time. The positive effect is, it will wider employee knowledge, skills, and attitude which will allow the organization to become more competitive globally. Higher diversity of employees mean higher diversity of knowledge, skills and abilities. Sharing experience inspires innovative thinking (Claudia Quaiser-Pohls, 2013, p. 41). Today in the modern workplace, most organizations will have

We need to identify the barriers to inclusive recruiting, interviewing, and hiring. Our recruiting effort will start with our website, radio and television commercials, newspaper, job fairs, and community events. We will also ask our current employees, who may have experienced bias and cultural misunderstanding in the past, what are diverse applicants looking for in a job and employer and what actions might cause us to lose a qualified diverse applicant Once we have recruited some applicants our interviewing team needs to have an understanding of diversity and cultural competencies for interviewing and hiring. The manner in which people are hired, in a way, constitutes their first impression of the organization, and can contribute to how they feel about it over the long term, and to how good a job they do. We want the best our community has and our hiring guidelines will reflect

Diversity in any organisation includes hiring and promoting a workforce of people with differences. These differences include race, gender, ethnicity, sexual orientation, physical abilities and economic backgrounds. The premise of a diverse workplace is that employees are

It is very important for leaders and managers to embrace a diverse workforce. Because diversity could possibly add influence to the market share, and could widen the talent in the recruitment process for the organization. In addition, the organizations could benefit from the various perspectives and experiences; for example, different races, gender, and age groups within the workforce. However, a diverse workforce might also be challenging; for instance, leaders and managers may spend too much time in promoting

A career as a solicitor is open to anyone and the Law Society is actively promoting diversity in entrants to the profession. In recent years more women than men have been qualifying as solicitors and at least 18 per cent of people qualifying have been from minority ethnic groups.

The challenges that face the recruiting team is that they do not know their own future with the Permalco organization (Bernardin & Russell, 2013). Moreover, the team could be hiring their future replacements (Bernardin & Russell, 2013). Furthermore, the organization has current issues with male employees making sexist statements (Bernardin & Russell, 2013). Additionally, the organization has an issue with diversity along with the organization's location has an issue with diversity.. Thus, making the recruitment efforts labored and unsure.

Diversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace. The recognition that diversity is a reality in the workforce has generated an enormous amount of activity over the years among leaders in business, government, and civil

Individual differences- attracting a wide choice of applicants will be of little use unless there is a measuring how people differ, i.e. intelligence, attitudes, social skills, psychological and physical characteristics, experience

Diversity affects the HRM function of recruitment. When HRM recruits from a diverse pool of individuals, there are higher chances of selecting individuals with more potential and talent. The viewpoint that an increase in diversity increases performance effectiveness is gaining support because of the talent shortage and an increasingly diverse customer base (McMahon, 2010). Diversity brings forth more options to choose from so HRM does not have to forcefully select a candidate simply because it has to fill a position that is open. HRM can choose a candidate that not only meets the minimal requirements for the job, but can bring more to the company as well.

Diversity in workforce “include, but are not limited to: age, ethnicity, ancestry, gender, physical abilities/qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, religious beliefs, parental status, and work experience”(Thomas 1992). Diversity in the workforce is initially perceived as a response toward the increasing diversity of the consumers in the market (Agocs & Burr, 1996). From there, it has been observed that capitalizing on existing differences among the employees provide benefits to the organization. Diversity in workforce fosters and encourages