Good Case Study On Recruiting And Selecting Low Level Workers Among Seniors

Introduction

Recruitment and selection entails the first step within the hiring process in the organization. The main objective of recruitment and selection process is to ensure that the most qualified individuals are attracted to the organization. However, the most plausible approach towards recruitment and selection of low level workers among seniors is an aspect of concern among organization. The notion of discriminatory practices, preference and so forth are facets of concern in the recruitment and selection process. It is imperative that an organization has a pool of numerous qualified low level workers among the seniors. Thus, it is advisable that an organization invests into diverse strategies towards effective recruitment and selection of low level workers among the seniors. This, paper will examine the diverse strategies towards recruiting and selecting low level workers among the seniors as per the case study.

Alternative course actions

The recruitment of low level workers among the seniors in any organization requires conformity to the EEOC policy framework set forth. As such, the any notion of discrimination that is evident and proven in the recruitment and selection process is bound to result into litigation in the business (Sharma 20). Thus, from the evaluation of the organization, the diverse approaches towards successful recruitment and selection of low level workers among the seniors are as follows:

Investment into an effective screening process

As the first step towards recruitment and selection of low level workers among the seniors, it is imperative to implement an effective screening approach. The screening mandate denotes elimination of the obviously non-qualified individuals (David 38). As an organization looking for seniors, it is imperative that they bring forth their resumes. In the application form, there are the fundamental questions that are imperative for the organization to acquire information such as:

General identification of the individual

Health information on the worker
Work experience
Education level which is inclusive of the formal schooling, special training, military training and on the job courses
An effective screening in the recruitment and selection process for the seniors should mainly make emphasis on the health information of the potential candidate. Through an in-depth analysis of the health information, the organization can make the most decisive decision as to whether or not to hire the candidate (Sharma 20). Thus, from the evaluation of the screening in the recruitment and selection process, the diverse pros and cons include:

Pros

Ensures that the organization has plausible health information and other work details on the potential candidates.
It is highly advisable towards ensuring effective selection and elimination of the candidates that do not meet the organizational criteria
Necessitates effective evaluation of potential senior employees
Cons
Does not lay forth the age limit within the organizational recruitment and selection process
It does not stipulate the policy mandate pertaining to the recruitment and selection of senior individuals
EEO (Equal Employment Opportunity) and ADEA (age discrimination in employment act) centric recruitment and selection process
As the second approach towards recruitment and selection of senior individuals to low level job roles, the organization can develop, relay and implement a formidable EEO and ADEA policy. The EEO and ADEA policy should entail clarity in addressing the stipulations pertaining to discrimination and protection of the seniors in the recruitment and selection process (David 38). Thus, within the EEO and ADEA centric recruitment and selection process, the organization should:

Clearly define the relevant terms and descriptions pertaining to the job vacancy and responsibilities

Provide an inclusive and transparent description of senior workers that extends beyond the age limit and covers all the individuals for whom the organization aims towards employing
Determine and describe the most common stereotypes and foundations of discrimination in the recruitment and selection process that result into unlawful conduct.
Provide, within an in-depth mandate what constitutes prohibited conducted that is related to the recruitment and selection process for senior workers.
Nurture an environment in which all the levels of human resource management comply and are aware of the organizational work life policies pertaining to the senior candidates for employment

Thus, through the investment into a policy centric recruitment and selection process, the diverse pros and cons are as follows:

Pros

Minimizes the prospect of law suits pertaining to discrimination in the recruitment and selection process

Ensures plausible organizational public image due to the conformity to the legal environmental stipulations
Cons
Highly time consuming since the organization has to undertake comprehensive research to ensure that its recruitment and selection process is aligned to the policy statements in US
It is costly for the organization especially in empowering and ensuring that all the employees have informational intelligence pertaining to equal employment opportunities for the seniors

Hiring human resource organizations

As the third approach, the organization can hire third party human resource organizations in sourcing seniors on their behalf. As such, the third party approach in selecting and recruiting employees highly relinquishes the responsibilities of the organization to their parties. Through the approach, the organization can accrue the following pros and cons:
Pros

It’s a faster and more efficient approach in selecting and recruiting employees

It is cost effective
Cons

May result into bad public image for the organization in the instance that discrimination is evident

Implementing an EEO and ADEA centric policy in recruiting and selecting is the most advisable option for the organization. Ensuring that the organization follows the stipulations laid forth within the legislations is a plausible approach since it eradicates the law suits that have a both legal and financial implication on the organization. As such, the financial and legal implications are highly devastating on the operations of the organizations.

Justification/ explanation

The regulatory environment clearly depicts the process that an organization can incorporate towards selecting and recruiting of employees. As such, from the evaluation of the EEO and ADEA centric approach, it is highly justified due to the following reasons:

It conforms to the development needs of an employees

The analysis of the effectiveness of the performance or the assessment process is dependent on the inculcation of primary approaches in regards to analysis of the development needs and the policy approach towards recruitment and selection. The facets of development at any organization should entail both the organizational and employee needs. Thus, from the analysis of the organization, the various strategies towards analysis of the success of the recruitment and selection process as per the policies are as follows:
observation of employees prior and post the inculcation of the benchmarks evident
undertaking interviews and questionnaires to evaluate employee perspective within the legal mandate
extensive monitoring of the operational success of the assessment processes inculcated
makes an in-depth analysis of the reward factors
Rewarding employees forms a critical role within the operational facet of the organization. Accordingly, the inculcation of effective reward style should conform to the work performance of the employees. Thus, in planning, monitoring and assessing the work performance as per the legal mandate, the reward structure should be highly comprehensive within standards set.

Conformity to the regulation makes a plausible evaluation of the remuneration factors

Employees expect proper pay from the organization for their efforts or input. Hence, from the evaluation of the evident regulatory policies, in their evaluation of the planning, monitoring and assessment of the work performance, it is imperative that it invests into a proper remuneration approach within the legislative mandate. Inculcation of competitive remuneration is bound to ensure profitable outcomes within the business in a legally conformity prospect.

Conclusion

The selection and recruitment process is highly dynamic. As such, from the above evaluation, it is imperative that diverse approaches are internalized in recruiting and selecting seniors to low level roles. Conformity to the policies set forth pertaining to age discrimination and equal opportunities should be the most plausible approach that an organization should implement.

Works Cited:

David J. Walsh, Thompson. Employment law for human resource practice. New York: Academic series. 2012.
Sharma, S. K. Human resource management: A strategic approach to employment. New Delhi: Global India Publications. 2011.
Sparrow, P. Handbook of international human resource management: Integrating people, process, and context. New York: John Wiley & sons. 2010.