Recruitment Methods
Job advertisements
It is one of the most common recruitment techniques that businesses utilize. Online publications, local and national prints are used to advertise various job opportunities available to the public. Advertisements are meant to attract certain kind of candidates. For instance, technical businesses have a tendency of advertising in specific websites and trade publications that have high traffic rates. These job advertisements contain crucial information such as job title, location, description, and salary packages (Espinoza & Ukleja, 2016).
During the interview and selection process of the most suitable candidate, one should prepare interview question centered on the job advertised to avoid discrimination. Asking about the present job scenarios and previous experience will also assist in determining whether a candidate meets the set standards (Sinha & Thaly, 2013). Another way of avoiding discrimination is asking questions that examine the abilities of the candidates such as self-motivation and interpersonal skills.
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Personal recommendations and internal bulletins
Sometimes businesses use internal newsletters to draw the staff attention of available positions. The reason for using such a recruitment method is to seek referrals from the workers and pose an incentive for employees who would apply (Espinoza & Ukleja, 2016). This method saves time and money for the company recruitment efforts. It is a practical strategy that can isolate some of the suitable candidates. During the recruitment process, a manager can invite other external colleagues to be part of the interview panel to avoid discrimination. Having other witnesses during the interview will prove that the process was handled fairly. Documenting each answer of the candidate also helps in discrimination allegations as it helps someone to record accurate information that will aid in the selection process.
Employment agencies
Employment agencies have become popular over the decades. Employment agencies are useful as they help the businesses avoid the hassle of screening resumes, checking references, testing and assessing qualification. The employment agencies offer their services at a fee (Breaugh, 2013). They specialize in specific employment sectors such as teachers, executives, and financial services. Recruitment agencies hold the position of holding a non-discriminatory recruitment process because they ensure they screen all the candidates’ resumes. Their interview questions are grounded on the job description and generally what the company is interested.
Application Process
Sourcing candidate
It is the initial stage of ensuring the organization receives all applications. The method entails utilizing a variety of strategies to find appropriate applicants for the job vacancies. Sourcing can either be done online advertisements, career sites or professional agencies (Podsiadlowski et.al, 2013). Another technique is observing employment changes in the market and recruiting applicants who are conversant with the same job you are operating.
Tracking applicants
This step involves tracking application and applicants as well as reviewing their resumes. ATS (Applicant Tracking System) has become useful software to employers in managing applications and job vacancies. The technology is used to evaluate resumes and applications (Breaugh, 2013).
Preliminary phone interview
The interview is carried out to obtain essential information about the experience, background and work history of the applicant (Podsiadlowski et.al, 2013). This interview will reveal applicant who does not meet the set requirements for the job. The objective of this interview is to assess whether the applicants have the required skills and credentials for the job offer.
Face to face interview
The hiring manager examines the resumes and applications and invites applicants to an interview. At this stage, only the qualified applicant will be invited for the interview whereby the manager or a panel of interviewers will interview them. The hiring manager narrows down the list of candidates to remain with the best candidate.
Employment offer
At this level, the hiring manager decides on the most suitable candidate for the vacancy. It is at this level where the hiring manager will also inquire for drug tests and other applicable tests (Sinha & Thaly, 2013). An employment offer should be written down regarding the terms of agreement that the employer and employee agree on.
Maintenance of Applicants’ Records
Familiarizing with all anti-discrimination laws
It is crucial for employers should understand all applicable anti-discriminatory laws. They should comply with these laws both at the local and state level. Being aware of these laws will enable the HR department to be transparent and fair so that any discriminatory charges that may arise will be handled efficiently.
Creating and implementing a broad anti-discrimination policy.
After comprehending all the applicable antidiscrimination laws, it is crucial to develop an anti-discrimination policy that the human resource department will utilize. Developing and implementing anti-discrimination policy are meant to make it clear to the employees on types of behaviors that will not be tolerated (Espinoza & Ukleja,2016). They also ensure that any activity such as the recruitment process that occurs within the workplace is founded on non- discriminatory treatment. The policy ought to be concise and straight to the point so that every employee can understand. Clear definition of harassment and discrimination should be highlighted clearly to ensure that all employees follow them.
Instituting anti-discrimination training programs
The HR department should be conversant with these programs, and hence training programs are vital. By training them it will ensure that they are equipped while dealing with any applicants’ information (Sinha & Thaly, 2013). It is crucial to maintaining the applicant’s records just in case any discrimination allegation arises.
Be ready to investigate claims of discrimination
Employers should also establish suitable investigatory procedures to resolve discrimination cases whenever they are reported. When cases of discrimination are raised the HR department should investigate the claims promptly (Breaugh, 2013). Reviewing evidence will assist the HR professionals to come to a conclusive agreement regarding the alleged incident.
Analyzing business decisions for accidental discrimination
Employers should also be conscious that discrimination may occur and may negatively affect job applicants. For instance, think about a reading proficiency test to job applicants. Even though it is not discriminatory, it could affect individuals who have learning disabilities (Espinoza & Ukleja, 2016). Therefore it is suitable for the HR department to prevent such incidents from happening.
Background Checks
Employment background check
Based on the type of business, the HR department is expected by the law to carry out a background check of the company and the position that applicants are interested. For instance, job opportunities that deal with children, elderly and disabled people it is mandatory to conduct a thorough background check (Podsiadlowski et.al, 2013). Even if it is not compulsory to carry out a background check, it is a good practice while looking for the most suitable applicant. By conducting the background check, the company will be aware if an applicant is qualified for the job and whether their information is valid. Research has shown that over 55% of the people do not tell the truth in their resumes.
Criminal background checks
Conducting a criminal background check exposes any criminal offenses that an individual may have done such as convictions, felonies, misdemeanors and pending arrest warrants. The employer should be aware whether the person one is considering to hire has any criminal charges. If so, then what kind of offenses a person committed (Podsiadlowski et.al, 2013). The law prohibits people who have committed certain offenses from working in various positions. For instance, a sex offender should not be hired to work with children. A person charged with robber should also not be employed in a bank. Criminal records will enable the company to choose the appropriate individual for the position.
Education background check
Nowadays there are many resume exaggerators, and hence employers should verify education and work history of the applicants. Primarily, this check is utilized to confirm whether you graduated on the level of education that you allege. In this check-up, the employer does not have to conduct an intensive investigation because all the information is found in the university (Podsiadlowski et.al, 2013). Therefore the employer will be required to call the university and confirm all the applicants’ claims.
Employment Tests
Personality tests
Personality tests examine whether a person has certain dispositions o trait. It also predicts whether a person is likely to engage in certain behaviors. Ideally, the test aims to assess whether an applicant is fit for the position and the business. Personality tests are often noted down in a a way of exposing any attempt of lying. The objective of these tests is to employ people whose profile fit in the ideal organization. Such a test is of great importance to the HR department as it eliminates the possibility of hiring individuals who have personality problems.
Talent assessment tests
These tests are used to predict the performance and retain the ability of a job applicant. Concentration is on potential abilities and skills which are revealed from the applicant’s personality or work history. These tests help an organization to predict whether an applicant will succeed in the job (Espinoza & Ukleja, 2016). It also predicts whether the applicant can work in a different environment such as working under pressure or unsupervised. Therefore these tests should be utilized to identify whether an individual is talented and if they will work for the company for a long time.
Cognitive tests
These tests are used to measure an applicant’s reasoning, accuracy, knowledge, speed, and memory. It also measures arithmetic and reading comprehension of a certain job (Podsiadlowski et.al, 2013). Roughly, cognitive tests are referred as “intelligence.” Employees play a pivotal role for a company to be successful and achieve all its goals hence it is essential to hire individuals who have the knowledge and can be able to reason well while conducting their day to day activities
A policy for both the hiring and promotional decisions
Performance reviews
Performance reviews records should be amassed in software (Human resources system) that tracks workers data. The HR can examine the performance rating as well as comments made by the manager who carried out the review. Additionally most of the HR systems permit employees to comment and respond to the reviews such information will be vital when evaluating individuals for hiring or promotion. In the case where a business lacks this system, a copy of performance reviews should be filed so that the HR can examine them (Espinoza & Ukleja, 2016).
The major challenge of utilizing subjective criteria when assessing soft is that it will not be satisfying to other employees who had applied for the same position and were not selected. Some might say that the candidate selected was favored and others might cite racism even though the candidate selected was fit for the position. Not every employee possesses soft skills such motivational and interpersonal skills that two HR might be seeking. As a result, other candidates might feel that they the whole selection process was not fair.
The best way to mitigate the adverse effect of utilizing subjective criteria is by highlighting the specific competencies the company is seeking (Podsiadlowski et.al, 2013). Outlining the specific competencies that the ideal candidate should have is the best solution to ensure that candidates who lack such competencies don’t apply for the position. Hence applicants who do not possess the specified competencies are disqualified, and the suitable candidate will be hired or promoted.
Reasonable Accommodations
Job restructuring
Job restructuring involves redistributing of reallocating the marginal tasks of a job. Job restructuring is often achieved by exchanging marginal tasks that a person with a disability cannot perform marginal tasks that can be performed by other employees (Podsiadlowski et.al, 2013). A worker should be in a position to carry out the essential task but where possible it is reasonable to remover certain tasks that are non-essential from tan employee work requirements. For instance, an organization that has two clerks in charge of data processing. Typing is an essential function while using the phone is a minor one. It is reasonable to assign a clerk with a speech impairment to do filing while the task of picking or making calls to be assigned to an employee who does not have a speech impairment.
Expression of religious beliefs in the workplace
Some of the workers may like to express their religious beliefs at work. For instance, by using religious terms such as praise the lord, God bless you among others when communicating with other employees. In such cases, it becomes challenging to come to a consensus on the rights of those who share these beliefs and those who don’t (Espinoza & Ukleja,2016). An employee who is not permitted to express religious values may feel that he/she is discriminated. In the meantime, the rest who do not share similar beliefs may feel harassed. EEOC enforces a law that prohibits religious discrimination and employees should express their beliefs at work. Meanwhile, they should not create an undue hardship to the rest of the employees.
Court cases
In 2015, Samantha Elauf a Muslim applied for a job opportunity at Abercrombie & Fitch store. When she went for the interview, she wore a headscarf and during the interview they did not discuss the headscarf. Ms. Elauf performed well in the interview, and the assistant manager who conducted the interview said that she was qualified for the position. However, the store has a “Look Policy” that do not allow employees p wear caps. After seeking guidance from the supervisors about Ms. Elauf headscarf, the assistant manager was advised that the headscarf would go against the look policy and hence he should not employ Ms. Elauf (Breaugh, 2013). The court determined that the store had committed religious discrimination and that was the motivating factor not to hire MS. Elauf.
Last year, Kentucky restaurant franchise was charged with a sexual lawsuit by the Equal Employment Opportunity Commission (EEOC). The alleged sexual harassment cases occurred in Memphis (Tennessee). EEOC revealed that the restaurant allows sexual jokes and conversation. Furthermore, both the general and bar managers were liable for committing sexual harassment to some female workers. The managers requested for sexual favors and made explicit sexual comments furthermore they subjected the female employee s to touching ad they did not react to the complaints in the appropriate manner. As a result, the franchise had to pay $450000 to settle the sexual harassment case.
The best way to prevent the above cases from happening in the organization is by creating training programs concerning legal compliance. Employee training is very crucial as it enlightens the employees on the dos and don'ts (Breaugh, 2013). The employees should undergo a thorough training to learn how to behave and avoid discriminating and harassing each other. Managers should also be trained to avoid incidents of discrimination and harassment against the employees.
Work-life conflicts
Discrimination issues
Discrimination is one of the bases for conflicts that can potentially lead to legal trouble for the company. These conflicts can emanate from personal prejudices of the employees or mistreatment perceptions by the workers, for instance, a discrimination type of conflict may arise if a minority employee working in a team setting is constantly assigned menial assignments by the group (Breaugh, 2013). In such a case the employee may feel that he/she is discriminated. To resolve such issues the manager can discuss with the whole team how the job tasks should be assigned, making changes where necessary and dividing the tasks equitably,
Performance-review conflicts
Employees do not like receiving negative reviews about the performance. However, it is unavoidable giving negative feedback based on the actions of the employee during the reviewing period. An employee might be angry because of not receiving promotions; pay raises or other related performance incentives (Sinha & Thaly, 2013). As a result, they may lash out and start spreading dissatisfaction through negative attitude and gossip. To resolve such issues, create a stable and fair plan of action to enhance is performance and attach goals completion to guaranteed incentives.
Customers’ conflicts
Depending on the business, sales team employees may have conflicts with customers. One of the most common conflicts is when a customer who feels dissatisfied and defrauded by a salesperson. The customer may confront the salesman angrily and demand a refund (Sinha & Thaly, 2013). The best way to resolve this is involving the manager who is in a position to offer refunds, conciliatory gestures or discounts.
References
Breaugh, J. A. (2013). Employee recruitment: Annual review of psychology , 64 , 389-416.
Espinoza, C., & Ukleja, M. (2016). Managing the Millennials: Discover the core competencies for managing today's workforce : John Wiley & Sons.
Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C., & Van Der Zee, K. (2013). Managing a culturally diverse workforce: Diversity perspectives in organizations: International Journal of Intercultural Relations , 37 (2), 159-175.
Sinha, V., & Thaly, P. (2013). A review on changing trend of recruitment practice to enhance the quality of hiring in global organizations: Management: Journal of Contemporary Management Issues , 18 (2), 141-156.
