There are many important considerations in the process to fill an opening within a company. Hiring managers and any committees involved have several important areas of concern to address. Making sure the process is legal and fair is a top priority, as is selecting the best person for the job (Hynes, 2010, p. 273). How can a company best accomplish the tasks involved in hiring key members of its team? This can be accomplished through good planning, collaboration and adhering to the highest legal and ethical standards throughout the process.
Planning – The Basics The tasks of finding and selecting the best applicant for this job – Public Relations Officer – or any job begins with determining the need for the position (Hynes, 2010, p.
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(The Glass Ceiling Commission, 1995, p. 38). This report will touch more on the legal aspects of diversity in a following segment. For now, the focus will turn to quality aspects of using diversity to accomplish the goal at hand.
Collaboration
A collaborative team of five members has been selected and tasked with assessing the applicant pool for the Public Relations Officer position. By collaborating on this task, the committee stands a better chance of making a quality selection through diversity. Each person on the team brings a unique perspective, set of skills, thought processes and personalities to the committee. As a forward-thinking company, XYZ Enterprises understands and values diversity in decision-making. One of the best reasons for forming a talent acquisition team is to eliminate possible bias factors one person may have, often without even realizing it. In 2010 recruiting expert Joe Shaheen cautioned decision-makers about the bias factors of primacy and recency. In short, these terms refer to factors affecting a hiring manager and a tendency to be overly influenced by information received early in the interview (primacy) or information at the end (recency) of an interview (Hynes, 2010, p. 268). Such biases can be affected by many factors, and make a candidate seem more positive or negative than they really
Burns, C., & Kerby, S. (2012, July 12). The top 10 economic facts of diversity in the workplace. Center for American Progress,
“The employee placement process consists of four activities: recruiting, selection, orientation and employee development” (Reilly, Minnick & Baack, 2011). Since we now know whom we are looking for, it is time to find the employees that best fits the areas needed. Now we have to list our job, its description, and various functions. We should also add the minimum requirement on education as well as previous training. We will now send it out to advertise for potential employee has and show them the possible positions available. After we have our close date, we will begin with forming our short list of those applicants that are a perfect fit for the job.
During the last part of this century, businesses and organizations have heavily relied on affirmative actions laws to ensure equal employment opportunities. The failure of this dependence upon legislation is that is doesn't address the full spectrum of diversity in the workplace (6). Affirmative actions laws have limitations, discriminating against people holding protected-class status such as women, African Americans, Hispanic Americans, Asian Americans,
1 Understand the Impact of both the law and organisational procedures on the process of recruitment and selection
Diversity itself remains an unclear concept. It is contextually specific and linked to demographic and socio-political features of the population and the workforce. Diversity is a selective concept in that some, but not all physical characteristics are incorporated into Managing Diversity programs (Moore 1999). Diversity also has invisible and hidden aspects that include culture and attitudes (Moore 1999). Managing Diversity programs in general mimic or reflect legislative programs
Year after year, the various departments and agencies of the United States Federal Government are becoming more diverse. The discussion of workplace diversity is not a discussion that is likely to disappear anytime soon in the future. To explain, the literature from Starks (2009) notes that by the year of 2050, minorities groups will account for fifty-percent of the population, in the United States of America. As a result, the discussion of diversity in the workplace is likely to still be a constant topic, for the various department and agencies of the United States Federal Government.
It is vitally important for any organization to hire the best candidates for their company. “The hiring approach or strategy is imperative to any organization seeking to dominate or sustain themselves with-in their market-place.” (Sullivan, Dr. John, July, 25, 2011).
Globalization presents numerous issues when it comes to further developing anti-discrimination laws and minority rights that are included in diversity law. Globalization challenges diversity law and the foundations that its essential elements are built on. Diversity law basically becomes ineffective when dealing with a fluid population that is created by increased globalization. These population flow changes created by globalization continually create pressure on the current diversity law leading to major issues when addressing population and different cultural diversities.
“Businesses started caring a lot more about diversity after a series of high-profile lawsuits rocked the financial industry.” (Dobbin & Kalev, 2016). This first sentence in the Harvard Business Review’s article, “Why Diversity Programs Fail”, states a key fact about all organizations, do not want to “waste” or “lose” money because of a lawsuit such as; a race discrimination lawsuit or a sex discrimination lawsuit. There are many procedures and programs that can be implemented to prevent these types of issues in the workplace, are they still going to happen, yes, can these issues be addressed before a lawsuit is even a thought, yes. Therefore, this paper will look at two organizations that have been at the forefront of the diversity and inclusion
The first is “when in doubt, don’t hire.” Great companies do not settle or hire just to fill an open position. They take the time to interview and constantly look until the find the person that best fits the position and the company’s needs. Hiring the wrong person can waste valuable time and money that could have been better used.
This assignment will be investigating what constitutes “best practice” in recruitment and selection, and explain what strategies should be used to ensure the best qualified and most effective employees are selected. In particular this essay will focus on;
The first thing to acknowledge about diversity is that it can be difficult. In the U.S., where the dialogue of inclusion is relatively advanced, even the mention of the word “diversity” can lead to anxiety and conflict. Supreme Court justices disagree on the virtues of diversity and the means for achieving it. Corporations spend billions of dollars to attract and manage diversity both internally and externally, yet they still face discrimination lawsuits, and the leadership ranks of the business world remain predominantly white and male.
Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug
HR managers will be faced with the challenges of recruiting and retaining the right employees for their organization. The first step would be identifying your organizational culture and the cultural and skill competencies required for success. This will give the recruiters the guidelines by which to assess viable candidates. In developing these objectives for creating an effective recruitment process, we will have to have in place a process that differentiates us from other companies. This strategy for success will provide candidates with sufficient and correct information about job expectations. The following will be address as part of the strategy: