From time to time, different types of organizations are required to carry out a recruitment exercise to have enough human resources to meet their operational needs. Even though a huge number of applicants may exist, it is crucial that only the best are selected. The condition, therefore, implies that the selection exercise should be beneficial and competent. Failure to do so would result in reckless hiring, thus, promote poor performance. Specific challenges are likely to be experienced with nearly all hiring approaches. An analysis of Irontown Incorporated’s hiring strategy will be done to find out its strengths and weaknesses, options for predicting employee attendance, make a recommendation to measure applicant characteristics and rank the applicants, and deliberate the potential legal liability linked with the recommended measure.
Strengths and Weaknesses of the Current Process
Strengths
The existing hiring approach ensures that the general competence of the applicants has been appropriately evaluated. These skills include computer literacy, that is, the keyboard, communication skills, flexibility in terms of attendance, English literacy in writing, listening and speaking, data entry, and the ability to work under pressure. Notably, the ability to use English and proper communication skills are some of the basic requirements for one to perform excellently as far as the position of a customer service representative level 1 (CSR1) is concerned. It is, therefore, significant for all those aspects to be considered to enable Irontown Incorporated to meet its set goals with ease. According to Alawni and others in 2015, communication is crucial to organizations since it creates awareness about products, enhances proactive interactions, and helps maintain a good relationship with customers. As such, for Irontown Incorporated to meet its goals, the hired applicants must be very useful in communication.
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Weaknesses
Irontown Incorporated’s hiring process is expensive. The fact that a higher number of applicants are invited to complete a two-week training period but only about one-half of these trainees complete the program and become CSR 1s wastes not only time, but also resources. Thus, Irontown Incorporated may end up spending a significant amount of resources on people who may not be employed at the end. Remarkably, the condition can be recalled in order to save on resources, which may be used elsewhere. It is also unfortunate that applicants are randomly selected after the desired pool has been chosen. The approach is more of guesswork since it is not based on any acknowledged concept. Random selection implies that at certain points, the organization may end up selecting unqualified and incompetent workers at the expense of the highly qualified ones. Relying on the prediction method and form-filling by applicants may also affect the efficiency of the process since a good number of them may end up giving wrong information or impression.
Research Options for Predicting Employee Attendance
Absenteeism may cripple an organization. It is, therefore, necessary for employee attendance to be understood clearly to avoid any impending losses. Some of the approaches that can be used in trying to understand employee attendance include the collection and analysis of data and monitoring of workers. Kirmani (2017) holds that the biometric system is useful in ensuring that workers are monitored easily using software that generates reports from features like fingerprints. Subsequently, the obtained information can be analyzed regularly, and the right action taken to ensure that it is as accurate as possible. For instance, closer and consistent supervision would enable an organization to identify absenteeism. The biometric devices play an integral role in capturing the data of workers whenever they enter or leave their working stations. Hence, Irontown Incorporated will have an upper hand in predicting employee attendance.
Recommendation with a Rationale for measuring Applicant Characteristics and their Ranking
Other approaches may be used by Irontown Incorporated to hire the most qualified applicants, and job experience is one of them. Usually, experienced workers in the CSR1 field are likely to perform better than newer ones. For this reason, the applicants can be ranked based on their experience. Therefore, the items to be assessed in the hiring process would include the level of expertise possessed, computer literacy, communication skills, and the ability to work in more involving conditions, which can be given different weights. For instance, their total sum should add up to 100, and the applicant with the highest score would be given the available opportunity. Nevertheless, other factors such as disability, gender, and leadership skills can also be used to rank applicants.
Potential Legal Liability Associated with the Recommended Measures
The recommended measures may have several legal liabilities such as negligent hiring and negligent retention. These conditions may occur when workers sue their employers for any act that may be considered carelessness (NOLO, 2019). For instance, if Irontown Incorporated hires people with criminal records and are on police radar, the organization may be held accountable. Moreover, hiring disabled people who may fail to deliver the required services or affect other people's activities can also amount to negligent hiring and retention legal battles.
Conclusion
Organizations hire new workers regularly. The hiring process should be vigilant to enable the organization to prosper. The approach used in hiring applicants by Irontown Incorporated is advantageous as it tries to hire quality workers for the job as it focuses on computer literacy, communication skills, and the ability to interact with customers under high pressure. However, the method employed may waste resources since it lacks a proper guideline for ranking applicants for training, hence, random selection is employed. As a result, unqualified workers may be hired. However, the organization can improve the hiring exercise by listing applicants using cumulative weights. Gender balance and people living with disability should also be considered in the ranking exercise. Moreover, the biometric system can be used in monitoring and analyzing employee attendance. If proper care is not taken, legal liabilities are likely to be experienced include hiring and retention legal suits.
References
Alawni, M. S., Yusoff, R. Z., Al-Swidi, A. K., & Al-Matari, E. M. (2015). The relationship between communication, customer knowledge and customer loyalty in Saudi Arabia insurance industry companies. Mediterranean Journal of Social Sciences , 6 (1), 318.
Kirmani, M. M. (2017). Impact of Biometric Attendance System on Secondary and Higher Secondary Educational Institutions Across J&K. Oriental Journal of Computer Science and Technology , 10 (2), 291-297.
NOLO. (2019). Employer liability for an employee’s bad acts. Retrieved from: https://www.nolo.com/legal-encyclopedia/employer-liability-employees-bad-acts-29638.html
