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Recruitment and Selection

January 30, 2020

Understanding of human resource law provides us with healthy guidelines to asses and recruit new employees without potential legal liabilities and more importantly damaging company reputation by hurting people.  (Gomez-Meija, Balkin & Cardy 2016, 136.) Abercrombie as an example has had their fair share of bad reputation by hiring models to boost their sale. However, their hiring process has given them quite a headache. In this article well go through the basic concepts and meanings of human resource management. Narrowing our subject, well be concentrating on recruitments and selection process.

 

Workers needed!

As a business owner your responsibility is to know what you do and how much time and effort is needed. Then you might realize that you need more workers, but how many? The process of estimating the number of workers and the amount of hours they work for you is called Human resource planning HRP. In this segment we forecast the “needed labor”, then we decide where to get them 1. internally: training, promoting, demoting or we get our worker from 2. outside by recruiting and hiring. (Gomez-Meija, Balkin & Cardy 2016, 179.)

 

So, what’s the problem?

 As an entrepreneur we want to be as successful as possible, and that’s acceptable since competition is tough. Hence, we desire the best, and the most motivated worker. But this means were going to have to gather a bunch of people, choose the ones we like and tell the rest to go home. Would you like to be told to go home? especially if its because of your big nose. Of course not. Well, gathering a bunch of people is called recruitment. This process includes announcing a job availability and attracting qualified candidates to apply for it. Selection is the process in which we decide who to choose for the job. Naturally every organization chooses their employees based on the skills and values they desire. (Gomez-Meija, Balkin & Cardy 2016, 183.)

 

It’s not that complicated

You should try to make it a bit complicated. Simplifying the process might damage your reputation and leave you with lawsuits. Abercrombie & Fitch is a perfect example of HR hiring process gone wrong. According to a previous worker “model” their hiring process was solely based on the candidate’s superficial looks, and if you didn’t have the white skin and the perfect body, well you might have gotten a job in the back room. That is if you were lucky. The worker expresses her horror and the trauma that she had to go through. From her perspective she explains to have been desperate, hence did what ever she could in order to get some money.

During the process of hiring and selecting our workers. We need to interview our candidates. According to the “model” mentioned Abercrombie didn’t do this. They didn’t care if you were smart, motivated, skilled or using drugs. All that was important was how you look. Now this is a problem. Hence, were talking about them as an example of what not to do. The company has the right to choose the workers they see fit, but the candidates have the right to be seen as equals without discrimination based on sex, gender, religion or background. Let’s keep the competition fare! (Cook 2015.)

challenges that come across during our hiring process, include measuring and determining characteristics to performance. The nature of the job in question requires a certain worker with a set of skills. For example, if you need a cleaner. You might take into consideration that the worker is going to be mostly by themselves. Hence your looking for someone who’s motivated. They need to have the ability to work in the area you desire them to work. If the area is a construction site. The worker needs to have or get the ability for safety requirements. Hence, you need ability and motivation. Performance = Ability x Motivation. (Gomez-Meija, Balkin & Cardy 2016, 184.)

 

Well, how should we measure if the candidates are motivated or capable enough? well, the answer is that it’s complicated. An analysis from The Conference Board argued “Businesses are willing to spend more to hire new talent than to reward and retain current employees. Resulting in a sharp rase of wages of young (new) employees. (Miller 2019.)

 

Sources for candidates and selection

Finding the candidates can be hard. Good places to look for are for example: social media like LinkedIn, twitter or Facebook. Many companies hire from within as well by promoting, retraining or transferring a current worker. However, this might leave another vacancy again. Other sources worth of mentioning are career sites such as Monster, advertisements and former employees. The process of recruitment should be seen as pitching to a customer. What are you offering? what kind of job? How does your company take into consideration job atmosphere? or does the job have other career opportunities? (Gomez-Meija, Balkin & Cardy 2016, 185 – 186.)

 

As mentioned above the process of selection is costly and companies invest great deals of money it to it. Selecting a worker that is slow, unreliable or unmotivated might lead to starting the entire process of hiring from the beginning again. Which, in return needs time, money and resources. There are various traditional ways for selection such as letter of recommendation, interview, drug test, background check, ability test and so on. These tools of selection can be combined, and the process can be divided into one or many phases. However, traditional selection tools may not be sufficient enough to ensure the new workers fit to the organization. Values of the worker, when inline with core values of the firm has been shown to increase commitment and productivity. (Gomez-Meija, Balkin & Cardy 2016, 196 – 199.)

 

Let’s take a moment to go through the definition of impact hiring. The key element here is to take out guesswork and rely on data rather than on intuition. This approach uses talent analytic to match with job openings. As an entrepreneur or manager this approach helps us to identify possible workers who lack experience but are well-suited to succeed in available positions. Hence, opening up opportunities for workers and employers. The implementation can be done for example through a third-party organization. (Segal 2019.)

 

 

 

References:

Cook A. 2015. What It Was REALLY Like Working As an Abercrombie ‘Model’. Huffpost. URL: https://www.huffpost.com/entry/what-it-was-really-like-working-as-an-abercrombie-model_b_7154042. Accessed 29.1.2020

 

Gomez – Meija L., Balkin D. & Cardy R. 2016. Managing human resources. Eight edition. Pearson.

 

Miller S. 2019. Wages Stall as Companies Spend Generously to Recruit, Not Retain. SHRM. URL: https://www.shrm.org/ResourcesAndTools/hr-topics/compensation/Pages/wages-stall-as-companies-spend-generously-to-recruit-not-retain.aspx. Accessed 29.1.2020

 

Segal S. 2019. Tap the talent pool of youth with ‘impact hiring’. HRmorning. URL: https://www.hrmorning.com/articles/entry-level-employees/. Accessed 29.1.2020

 

 

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