Question

Explain how your recruitment and selection strategies adhere to EEO guidelines. Justify the validity (relationships of selection procedures to actual job performance) of your selection procedures. What are the pros and cons of your selection process?

Answer 1

RECRUITMENT AND SELECTION STRATEGIES ADHERE TO EEO(EQUAL EMPLOYMENT OPPURTUNITY) GUIDELINES.

Equal employment opportunity is an employment practice where employers do not engage in employment activities that are prohibited by law. It is illegal for employers to discriminate against an applicant or employee based on: race, age, color, sex, religion, and national origin. These laws generally do not aim to create equal outcomes, but rather seek to ensure that all employees or job applicants have an equal opportunity to engage in the employment market.Equal employment practices are important for both individuals and organizations during the selecting process. These guidelines incorporate a single set of principles which are designed to assist employers, labor organizations, employment agencies, and licensing and certification boards to comply with requirements of Federal law prohibiting employment practices. Almost all businesses use some sort of employment law. Employment Laws are made up of both state and federal laws and includes many different subjects with the common goal to protect workers' rights. For employees, these laws work to: prevent discrimination promote health and safety establish a minimum required level for economic support and prevent work disruption due to disputes between labor and management.

These laws affect the selecting process by barring discrimination with respect to race, color, age, religion, sex disability and national origin. These laws do more than just bar discrimination. They help establish a baseline for acceptable behavior, which is important considering the vast array of lifestyles, values, and attitudes individuals have. They also help individuals feel they are being treated fairly and equally, which can increase an individual’s level of commitment, satisfaction, and loyalty to their employer.

ADVANTAGES OF SELECTION PROCESS

1.Strengthen employee engagement: Promoting from within sends a message that you value your employees and want to invest in them. Giving employees more opportunities to advance their careers, or even letting them move to other same-level positions that may interest them, is good for morale: employees who change roles develop professionally and others know they may have similar opportunities in the future. This helps to build a culture of trust that enhances employee engagement and retention.

2. Reduce time to hire:

When recruiting externally, hiring teams find candidates evaluate them and, if all goes well, persuade them to join their company. All of which takes time. Conversely, internal candidates are already part of your workplace, so the time you need to find and engage those candidates is much less. It’s also easier to assess internal candidates because they’re prescreened for culture fit and their track record is easily accessible.

DISADVANTAGES OF SELECTION PROCESS

1.Leave a gap in your existing workforce: When you promote someone to fill an open position, their old position becomes vacant. This means that a series of moves and promotions may ensue that could disrupt your business’ operations. Ultimately you may need to turn to external recruitment in addition to your internal hire.

2.Result in inflexible culture: Doing most of your hiring from inside your business may result in a stagnant culture. This is because employees can get too comfortable with the ‘way things are done’ and struggle to spot inefficiencies and experiment with new ways of working. An inflexible culture will be more problematic in leadership positions where employees may need to advocate for change and improvements instead of relying on established, inefficient practices. External hires are essential in shaking up culture and offering a fresh perspective on existing problems.

3.Create resentment among employees and managers: Employees who were considered for a role could feel resentful if a colleague or external candidate is eventually hired. Also, managers are often uncomfortable losing good team members and may even go so far as to hinder the transfer or promotion process.