Every business needs to concern itself with the diverse recruitment process. Remote hiring creates diverse, better employees, thus creating a chance for improving the organization’s production. In an attempt of acquiring top remote talent, it is essential to start by rethinking about the job description, interview, and training process. Diverse talent pool begins by promoting equity in employee presentation in the company. This strategy indicates that companies should encourage diversity even in the IT customer representatives (Stoilkovska, Ilieva, & Gjakovski, 2015). Acquiring a diverse talent pool requires a company to focus on applying internal and external recruitment process. As an IT company, recruiting software will be in a position to spread to send the job description to talented remote employees. Remote skilled employees have an opportunity for creating and bringing new ideas to the company, thus improving the level of productivity. The external hiring process is the appropriate approach for ensuring that company X achieves the objective for hiring diverse talent.
The external hiring process is the appropriate approach for hiring talented remote employees in an organization. The application of this strategy ensures that a company is in a position to promote itself and employment opportunities to the community, thus attracting potential candidates (Schnake, 2016). As a result, the hiring process reflects the marketing function of the company, thus becoming a multipurpose function. Adapting marketing principles in the recruiting process becomes a way of promoting discipline within the organization. Organizations become most efficient in approach for identifying potential markets for the company. Job description approach creates messages likely to attract talented remote employees, thus promoting the image of the company in the community. As a result, external recruitment becomes a powerful strategy for marketing and recruiting skilled employees.
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The external recruiting approach is an appropriate strategy for targeting both active and passive job seekers. The remote recruitment process should focus on hiring employees capable of serving the interests of the organization. In some situations, people may be unemployment or unhappy in their current job environment may be active job seekers. Those currently working and satisfied in their work environment may be passively looking for job opportunities. Most job description approaches by companies focus on attracting only active job seekers ignoring the presence of passive potential job seekers (Gilani & Jamshed, 2016). External hiring creates an opportunity for creating messages capable of attracting the interests of passive job seekers. This approach goes beyond posting vacant positions on the employee’s career website to including words such as those posted on LinkedIn. In the recruitment process, there will be a focus on hiring workers based on their experience and performance in a previous position. Therefore, the external approach creates an opportunity for workers in various jobs to receive a recruitment message.
External recruitment strategy can create a room for the company to explore the underrepresented talents. In some situations, companies focus on promoting employees from within the organization, ignoring the importance of advertising job positions to people in different regional backgrounds. As a result, external recruitment method solves the problem for limiting the level of innovation needed in the IT Company (Schnake, 2016). IT customer representatives create the impression of the company to the society. External job advertisement creates a room for people in minority groups such as youths and women capable of showing their talent in the company, thus increasing the level of output. Though the company requires only two employees, external hiring message will act as an advertising approach for creating awareness of the existence of the company’s products. Many potential applicants will receive the message, thus creating a room for the Human Resource Department to select the most qualified candidate for the customer representation position.
The external hiring process for creating a talent pool focuses on ensuring that the company minimizes the job advertisement costs because there can be the use of an online application. Online recruitment process enables the human resource department to pool a wide range of potential job applicants cheaply (Lambert, 2016). The IT customer representatives needed in the company have a more significant opportunity for seeing the advertisements. As companies hire workers, they focus on screening and selection, indicating that they need the most qualified candidate. As a result, using online publication becomes one of the successful strategies for attracting the qualified candidate. Online job advertisements go beyond the effects of the company’s website by creating a chance for using social media and career websites capable of reaching a large number of potential applicants in the community. Effectiveness of this approach will occur if the process for submitting resumes and shortlisting of potential candidates demonstrates a high level of transparency and fairness.
External hiring process creates an opportunity for increasing the level of diversity in candidate screening. The job advertisement approach uses both traditional and internet approach, thus creating a chance for reaching people in different backgrounds (Li et al., 2017). For instance, candidate screening will focus on asking the existing employees for referrals from different working environment and comment on their ability to occupy the IT customer representative position. Third-party partners such as government agencies, government and community-based programs will ensure that the majority of potential candidates receive the job advertisement by the company (Li et al., 2017). The target organizations should demonstrate a high level of commitment to promoting diversification reflected in the referrals they give to the company. In situations where companies apply external hiring approach, it is essential to encourage workers to improve the company’s reputation in communities they represent. In effect, the company should diversify its products and services by selecting IT customer representatives based on qualification and cultural diversity.
The leadership team should also be aware of various strategies that may have adverse effects that diversified pooling may have on the organization. In some situations hiring workers to form diversified backgrounds may prevent the organization from experiencing full benefits for its operations. For instance, hiring IT, customer representatives require the company to focus on creating a strategic approach for empowering all the employees. Diversified talent pooling can have adverse effects in situations where workers from minority groups experience discrimination and prejudice in work environments (Lambert, 2016). Employing differential cultures in an organization focuses on ensuring that customers send a positive image of the company to the public. If the hired employees experience discrimination, there is a likelihood of portraying a bad image of the company to the public, thus reducing sales revenue. Successful diverse pooling of talents requires the company to focus on ensuring that leaders maintain positive image during and after the hiring process. The recruiting process should be accompanied by including culture diversity in the training process and set rules regarding the effects of the training process.
Diverse attracting of talent can add to the costs needed in accommodating hired candidates to the organization. The benefits associated with higher skills from different geographical locations may be top such that they use the benefits accrued as a result of diverse hiring (Gilani & Jamshed, 2016). This information indicates that the leadership team should take precautions when hiring and recruiting employees from diverse backgrounds as people will experience challenges in succeeding in the work position. For instance, acquiring employees from overseas or culturally different backgrounds may create a need for offering training and securing a visa for those from abroad. Under such circumstances, there may be a language barrier between customer representatives and clients. In effect, the human resource department should balance the needs of the organization and the costs likely to be incurred in training employees.
Working styles and attitudes towards work may be conflicting, thus reducing the effects of the effectiveness of talented employees in an organization. For instance, approaches applied by people from different cultural backgrounds towards teamwork and collaboration may be conflicting. This information indicates that in circumstances where workers have contradictory ideas in achieving the same goal, the mechanism applied by the organization in solving the difference determines the level of output from workers (Shalev, 2016). As a result, diversified pooling of talent should be accompanied by a successful process for taking into account cultural differences among employees. In situations where the leadership team fails to recognize the presence of such differences, there is a possibility that employees will reduce the level of productivity. Value collective consensus is an appropriate approach for ensuring that the company meets its set objectives for employee diversification.
An external recruiting method is an essential approach for promoting diversification in hiring the IT customer representatives for the company. Remote employees consist of both active and passive workers capable of helping the organization to hire talented workers, thus meeting the organization’s mission and goals. External marketing acts as an avenue for helping the organization to create awareness of its products and promote its brand through the advertisement message. Internet and reliance of employee training agencies create a chance for acquiring employees from diverse geographical sectors. The hiring and recruitment process should consider adverse effects such as costs and lack of collaboration of people from different cultural backgrounds. This information indicates that people should set standards for empowering all the workers.
References
Gilani, H., & Jamshed, S. (2016). An exploratory study on the impact of recruitment process outsourcing on employer branding of an organisation. Strategic Outsourcing: An International Journal, 9(3), 303-323.
Lambert, J. (2016). Cultural diversity as a mechanism for innovation: Workplace diversity and the absorptive capacity framework. Journal of Organizational Culture, Communications and Conflict, 20(1), 68.
Li, C. R., Lin, C. J., Tien, Y. H., & Chen, C. M. (2017). A multilevel model of team cultural diversity and creativity: The role of climate for inclusion. The Journal of Creative Behavior, 51(2), 163-179.
Schnake, M. (2016). An exploratory investigation of explanations for the relative effectiveness of employee recruitment methods. American Journal of Management, 16(2).
Shalev K., (April 14, 2016). “How I Hired an Entirely Remote Workforce.” Retrieved from: file:///C:/Users/HP/AppData/Local/Temp/Temp1_2019-08-16%2018_27_04.831231_197305.zip/310675How%20I%20hired%20an%20entirely%20remote%20workforce.pdf
Stoilkovska, A., Ilieva, J., & Gjakovski, S. (2015). Equal employment opportunities in the recruitment and selection process of human resources. UTMS Journal of Economics, 6(2), 281-292.
