Selection and recruitment
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Selection and recruitment
Recruitment and selection have an important role within the process of leading, managing and developing people. Bratton and Gold (2012, p.239) separate recruitment and selection, at the same time creating a bridge between them in the following statement: Recruitment is the process of generating a pool of capable people to apply for employment to an organisation. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.
To prepare for this essay:
•Consider your organisations’ approach (or that of an organisation with which you are familiar) to managing diversity – whether it is a preventative approach designed to avoid litigation or a positive and inclusive approach.
•Reflect upon best-practice examples of selection and recruitment.
SAMPLE ANSWER
- COLL. W3: Selection and Recruitment
Introduction
Selection and recruitment play a key role in the functioning of an organization. Recruitment and selection allows entities to generate a pool of potential candidates to execute specific tasks as well as choose the most competent ones to be part of the organization. Organizations as well adapt to various approaches to managing diversity for varied purpose, hence, the focus of this discussion.
The approach that my organization has taken to manage diversity is a positive and inclusive approach. This approach is part of the organization policies and initiatives to ensure that all people work as a team to ensure achievement of the organizational goals and vision (Equality and Human Rights Commission, 2010, p. 3). The organization embraces and respects human rights principles of equality, respect, fairness, autonomy, and dignity. These are values espoused in the organization across its functions.
The work place culture is welcoming as everybody is treated with dignity and respect and this makes all people to feel valued (Holloway & Carnes, 2011, p. 79). All employees in various departments are important despite having different skills and level of competency because they contribute to the success and achievement of the organization goals (Ekstrom, 2008). The organization has put in place policies on human rights and equality, dignity at work, working conditions, fair recruitment, employee welfare, and procurement practices. Employees and other members of the organization as well understand the values in the organization and therefore, participate in the decision-making as well as in development of policies. The participation of employees in such issues makes them to have sense of belonging hence, improves their morale and productivity.
Part of the workforce is made up of underrepresented groups and local communities. The customers as well come from the local community (Equality and Human Rights Commission, 2010, p. 4). Furthermore, the organization encourages all its employees in various job groups to consider advancing in their careers. Sponsorship opportunities are availed to all the employees that show interest regardless of their group levels. There is no segregation and unnecessary hierarchies in the organization as well. Senior staffs and management are in the forefront in promoting inclusive strategies and ensuring that they are supported fully.
The reason for adapting to this approach is because, the organization acknowledges the potential of working with people from various cultures, background, and races. These people have different experiences that if utilized well can benefit the organization; creativity and innovation in the organization is deemed to improve (Ekstrom, 2008). Other benefits for embracing this positive and inclusive approach are to help the organization attract new talent, maximize productivity, and increase employee commitment through utilization of potential of different individuals. It also has helped to promote the brand reputation of the organization in the public eye.
Organizations need to embrace best practice in their selection and recruitment process. This is achieved by considering job related factors when recruiting and selecting candidates to fill up the vacancies. They also need to consider merit and other employment principles during this process. Example of best practices is to have a plan. Planning before recruiting and selection will allow the organization to understand the skills required (Piedmont & Weinstein, 1994, p. 255). Through job analysis, the organization is able to determine the best criteria of selection and recruitment. Potential candidates should be given an opportunity to apply for various job openings. Marketing is also important hence, the organization should use appropriate communication channels to reach wide and potential candidates. Candidates should be shortlisted, then invited for an interview to select those that meets the threshold. The process should be fair to all candidates. For example, candidates that merit should be considered regardless of their races, ethnicity, color of skin or their place of origin provided they handle their duties well to achieve the organizational goals. It is also best practice to provide feedback to unsuccessful candidates and a person should be assigned by the interview board to advise them on what they should do next.
In conclusion, with globalization, organizations have to embrace diversity. Adopting a positive and inclusive approach is beneficial to an organization as it foster increased productivity. Using best practices in selection and recruitment such as providing equal chances to applicants is also important to promote the success of an organization.
Reference list
Ellis, C, & Sonnenfeld, J 1994, ‘Diverse Approaches to Managing Diversity’, Human Resource Management, 33, 1, pp. 79-109, Business Source Complete, EBSCOhost, viewed 27 August 2015.
Ekstrom, G. (2008). An inclusive approach: A strategy for diversity in the central government sector. Retrieved from: http://www.arbetsgivarverket.se/upload/Avtal-Skrifter/Skrifter/An%20inclusive%20approach.pdf
Equality and Human Rights Commission. (2010). Creating an inclusive workplace. Retrieved from: http://www.equalityhumanrights.com/sites/default/files/documents/publications/an_employer_s_guide_to_creating_an_inclusive_workplace.pdf
Holloway, M, & Carnes, W 2011, ‘Using the new approach to diversity in assessing the effectiveness of achieving managing workforce diversity course objectives’, Review Of Management Innovation & Creativity, 4, 9, pp. 79-91, Business Source Complete, EBSCOhost, viewed 27 August 2015.
Piedmont, R, & Weinstein, H 1994, ‘Predicting supervisor ratings of job performance using the NEO Personality Inventory’, Journal of Psychology: Interdisciplinary and Applied. Vol 128 no. 3, pp. 255-265
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