Hiring and staffing are core activities in every organization because they determine the efficiency. Large, medium and small companies should ensure they hire qualified employees to meet their expectations. The paper entails a case of GenMet, a small processing firm, located in Menquon, Wisconsin. The company specializes in fabricating metal to make different products such as army trucks, wind turbine parts, and shelves. However, the firm faces challenges in recruiting employees due to their perceptions towards the manufacturing career. The corporation has 60 employees, but they are over 50 years. Thus, the productivity in GenMet Company is low, and there is a need for recruiting young workers. The CEO of the company noted that most parents prevent their children from accessing the manufacturing joints during exhibitions. Recruiting involves partnering with learning institutions to ensure they incorporate the students with skills that are relevant to the labor market rather than hiring individuals due to a shortage of workers.
Legal Landscape
Recruiting is a critical activity in a company because it contributes to its expansion. There are various considerations that GenWet needs to consider when selecting the employees that are suitable to work in the company. First, the firm needs to view job listings. The human resource manager should verify that the job listings are related to the vacant position of the firm. The HRM should pre-check the qualifications in the advertisement and the company requirements. The listings should open rather than giving preference to applicants from a particular gender, race, age, religion, or marital status (Snell & Bohlander, 2013) . The firm can be liable for discrimination if the job listings specific the qualifications of the candidates regarding the social or physical state. Secondly, the recruiter should verify the relevance of the interview questions. The queries should be clear and credible to ensure that the recruiting team chooses the proper candidate. Also, the HRM should ensure that the interview panel does not ask personal queries but those aligned to the company’s goals and position’s qualifications (Snell & Bohlander, 2013) . The firm might violate the discriminatory laws in case the interview panel asks the applicant about their marital status. The employment law provides that corporations should not hire applicants regarding their gender, race, or religion.
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Thirdly, the interviewers should verify the referees presented by the candidates. For example, the recruiters can contact the referees through calls or emails. Lastly, it is essential to make excellent recruitment decisions to reduce risks in the firm. The interview panel should select the candidates regarding their performance in the interview and educational qualifications rather than the origin, gender, or marital status (Snell & Bohlander, 2013) . The human resource manager and the recruitment team of GenWet firm need to consider the legal aspects of hiring before choosing the candidates.
Recruiting Plan for the selected Position
Meaning and Importance of Recruiting
Recruiting involves advertising, short-listing, choosing, and appointing applicants after meeting the qualifications. Recruiting assists companies to choose qualified candidates who can fit in the desired position. One of the primary goals of an employer is to have qualified workers (Armstrong, 2006). The excellent strategy of acquiring unique applicants is to establish a job listing and an advertisement in a location that has individuals with proper experience. The human resource manager should identify the required skills to select the best candidates (Armstrong, 2006). Also, the HRM should investigate the salaries that competing firm pay for the respective position. Recruitment assists the interview panel in identifying the candidate with outstanding qualifications.
Recruiting helps an organization to save the training costs after selecting the applicant with exceptional skills. The panel sets questions and provides skills tests that are useful in identifying the candidates that meet the job needs. The interview process gives assurance to the recruiters because they perceive that the candidate has met the metrics after quality (Armstrong, 2006). Thus, the selected candidate will enhance the organization’s performance due to their outstanding qualifications. Finally, recruiting is essential in reducing legal employment problems. An organization must have a systematic procedure for selecting the candidates for avoiding violating the employment laws. Also, a firm should consider all the legal issues during the interview process (Armstrong, 2006). Recruiting assists a corporation in meeting its expectations on having qualified staff, obeying the judicial authorities, and reducing expenses.
Recruitment Tools for a Machinist and their Significance
The first tool I will apply in recruiting the machinist is advertising the position in several sources including the firm’s website, social media platform, and newspaper. In the advertisement, I will specify the education qualifications and skills related to the position. It is important to advertise to get multiple candidates and select the machinist with the outstanding experience. The second recruitment instrument is the pre-employment examination. I will develop a test that must be verified by the management and set a standard score using a rubric. Also, I will request the machinist to run the equipment of the firm to test the experience levels. The last recruitment tool is the reference assessment. I will contact the former employers of the candidates to get information about the skills and employment behavior. The recruitment tools are critical in providing additional information about the applicant besides their education qualification and work experience.
Selection Plan
Staffing focuses on selecting candidates regarding their knowledge and experience. Staffing facilitates the performance of other activities in an organization. A company cannot plan, organize, and control operations if it does not have the right employees (Armstrong, 2006). Also, staffing enables the organization to use its resources appropriately. The high-qualified workers will optimize the resources in the company including capital, raw materials, and technology. Staffing helps a firm to achieve its goals and a competitive edge in the industry (Armstrong, 2006). The employees complete tasks and projects on time which facilitates the accomplishment of goals.
I will use an interview to test the intelligence of the candidates. The candidate who attains a high mark and has met the educational qualification will become the new machinist. The structured interview is useful in testing the knowledge and skills of the candidates. However, I will set the interview question before the assessment day. The recruitment team must verify the questing before presenting them to the applicants.
The interview questions include:
What is your passion for this position?
What are your future goals as a machinist?
What are your strengths and weakness?
Describe one challenge that you encountered in this field and the way you overcame it?
What motivates you to leave your present organization and work for this firm?
Conclusion
I have learned that recruiting and staffing are critical activities in an organization. The concepts are used interchangeably, but they have different meanings. Recruiting focuses on advertising, short-listing, selecting, and appointing applicants. However, staffing focuses on choosing candidates regarding their intelligence and experience. I have also learned that organizations need to consider legal issues before recruiting and staffing. Firms need to ensure that they obey the employment laws to avoid the risk of violation. Lastly, I have discovered that it is critical for a firm to establish a systematic recruitment procedure before using the tools to assess the applicants’ qualifications.
References
Armstrong, M. (2006). A handbook of human resource management practice . London: Kogan Page.
Snell, S., & Bohlander, G. W. (2013). Managing human resources . Mason, Ohio: South-Western.
