Esprit Rock

THE HIRING PROCESS AND MANAGEMENT OF A DIVERSE WORKFORCE 10/10/2018 TABLE OF CONTENTS INTRODUCTION

THE HIRING PROCESS AND MANAGEMENT OF A DIVERSE WORKFORCE

10/10/2018
 
 

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TABLE OF CONTENTS
 
INTRODUCTION…………………………………………………………………………………
Overview of Company……………………………………………………………………
ASSESMENT……………………………………………………………………………………..
HUMAN RESOURCE OPPORTUNITY…………………………………………………………
STRATEGY………………………………………………………………………………………
Application Process that Details Method of Accepting Applications………………………
Validating Applicant’s Attainment of Required Credentials………………………………
DELIVERY………………………………………………………………………………………..
Five-Step Procedure to Maintain Applicants’ Records……………………………………
EVALUATION……………………………………………………………………………………..
Background Checks Used by HR Department……………………………………………
RISK MANAGEMENT……………………………………………………………………………
Challenges and Adverse Impact of Using Subjective Criteria for Assessing Soft Skills…
Special Religious Consideration……………………………………………………………
Work-life Conflicts…………………………………………………………………………
RESOLUTION……………………………………………………………………………………
Policy to Resolve Conflict Through the Use of Related Employment Laws………………
CONCLUSION……………………………………………………………………………………
REFERENCES…………………………………………………………………………………
 

INTRODUCTION
One of the biggest challenges in the work force industry today for businesses is having the proper diversity with in their work force. Most of the time when the expression “diversity” is heard, the thing that people think about immediately is affiliates of protected classes. The classes that are protected are gender, race, age, religion, national origin, and disability. Needless to say, diversity actually covers beyond affirmative action and these specific groups. In order to have a successful business there are serval things that the company must possess. The must have a strong foundation, the proper goods or services they offer their customers, great leaders in place such as owners, managers, and supervisors, and lastly the company must have a diverse work force. When managing a diverse workforce it is vital to progression in today’s driven marketplace. The universal labor force is altering so it is important for organizations to welcome the different population and go further than the long-established representation perception derived from the Civil Right period. A few of the areas were diversity seems to be needed the most is in the managing, recruitment and hiring practice of businesses. Diversity management will begin to develop rapidly; out from under the traditional human resources and talent acquisition roles, to assume more dotted-line responsibilities that will touch corporate strategy and social responsibility (Llopis, 2011). The hiring and recruitment practice is one of if not the biggest issue faced by any industry of business. Will diversity be a benefit to a organization if the standard was always to hire and promote within?

Overview of Company
Located in Birmingham, Alabama Alabama Clinical Schools also known as ACS is an 80-bed facility, which provides a specific therapeutic milieu for sexually abusive youth. Treatment is based upon the individual needs of each youth. Rational Behavior training methods of intervention are used with elements of Cognitive-Behavioral theory to assist individuals in changing their thinking patterns, emotions, and behavioral responses. Alabama Clinical Schools is basically a therapeutic facility for adolescents between the ages of 10-19 years old. The goal is to bring in a child with major problems, help them identify their problems, and then have a planned method of what will be done to fix the therapeutic problem or problems. This is not a facility to where it goes about it day to day with the wrong staff members working with the children. With a facility operating in this proportion it is quite easy to see why diversity is key within the hiring and managing areas of this company.

Assessment
Finding the right people to bring on into any company is a very difficult but extremely sensitive to a companies growth. The task of brining the right people in for hire is left all up to the Administrative Assistant. Administrative Assistants make the world go around for the people they support. In their role at ACS, the assistant has to be able to support multiple managers and work in a fast-paced hostile environment with heavy calendaring while being able to multi-task and effectively communicate. It doesn’t really takes a certain type of person to work for ACS. The applicant that will be best and comfortable executing a variety of tasks, coordinating travel, and submitting business expenses is one of diverse backgrounds. The ideal candidate will be required to have 3+ years of administrative support experience.

Human Resource Opportunity
Recruitment Methods and Ways Each Help Avoid Discriminatory Practices
Once given the opportunity to make ACS a better diverse organization. I will have to put some things in place and map out a plan. My company will employ different recruitment methods to find the fit candidate for the Administrative Assistant position. The best recruitment plan includes a mix of recruitment strategies and a different amount of communication processes to inform other organizations and relevant communities of the available position.
Internal recruiting is typically the most convenient and quickest way to reach candidates. Word of mouth is typically the way current employees learn of new opportunities, as well as the companies web page. Using the internal recruitment approach reduces the amount of time necessary for on-boarding which also reduces costs.
Internet recruiting is another method the my company will use to attract and hire candidates. The company careers website will allow candidates to post for opportunities. Applicants can also seek job opportunities via many online job boards. Indeed and LinkedIn are two job boards the company uses to attract candidates.
Employee referrals are methods used for employees to recommend candidates from their network. Generally, referrals already have some knowledge of the job so this will reduce the recruiting time and costs. In some cases when a candidate is suggested, the decision to hire that person is already made but HR and managers have to follow protocol and meet the specific length of time or number of applicant requirements.
These selected methods will allow all groups access to job postings within the organization. The Equal Employment Opportunity Commission imposes laws that forbid illegal discrimination against an employee or candidate. The laws enforced by EEOC prohibit an employer or covered entity from using neutral employment practices that have a disproportionately negative effect on applicants or employees of a particular race, color, religion, sex, national origin, or disability if the policies or practices at issue are not job-related and necessary to the operation of the business (EECO 1964). Employers must adhere to the laws around discriminatory practices. In order to avoid a charge of discriminatory practices with internal recruiting, the HR department will carefully create a job analysis. After the job analysis has been created, the department will periodically review the contents and evaluate whether the analysis should be modified. The job description should be updated as needed.
Another way to avoid discriminatory practices is to avoid asking illegal interview questions. The recruiter and managers will document all comments and answers when interviewing each candidate. Questions related to the job analysis will only be asked by the interviewers, and each candidate will be asked the same questions. An internal candidate will not have a different set of questions or interview type than an external candidate.
Word of mouth recruiting sometimes bring about barriers that hinder hiring more qualified candidates. My company will make a conscious effort not to heavily rely on word of mouth recruiting. But rather we use more efficient ways like actively using ads and marketing tools. The HR director and managers will encourage and support a diverse workforce and will make sure to create diverse applicant pools.
Strategy
Application Process that Details Method of Accepting Applications
Potential candidates can post for job openings on the company’s intranet or internet. Candidates have to create a profile before an application or resume can be submitted. Once the profile is created, candidates can store their resumes to use for future postings. When submitting a resume, applicants can upload their resume or copy and paste the resume to the online application. For candidates that do not have access to a computer or the internet, they are able to mail their resume. Although online posting is quicker and more convenient, the company provides a way for all applicants to take advantage of a job opportunity.
Validating Applicant’s Attainment of Required Credentials
The organization receives many resumes each day and uses several methods of validating qualifications. Recruiters have to narrow the candidate pool in a timely and effective manner. Resume screening software will shorten the time recruiters spend reviewing resumes. The software recognizes keywords to make it easier to identify and validate specific credentials.
Contacting former employers for work history helps the recruiter validate the applicants’ credentials. If a degree is required for a position, the recruiter will contact the college registrar’s office to verify the degree. Normally, college degrees are not required but preferred for an Administrative Assistant position. While a degree is preferred, a candidate will not be rejected because they do not have a college degree. Currently, there are Administrative Assistants working that do not have a college degree, and they have been very successful in their job. Recruiters will contact current managers to validate job duties and experience before moving on with the selection process.
DELIVERY
Five-Step Procedure to Maintain Applicants’ Records
The organization’s first step to maintaining records is effectively using the HRIS. On occasion obtaining the right applicant tracking software can be overwhelming, so it important to identify one that supports the relationship between the recruiter and hiring manager. Applicant tracking systems provide an automated way for companies to manage the entire recruiting process, from receiving applications to hiring employees (Doyle, 2016).
Secondly, the company will establish and follow a written application process. All candidates are required to complete a formal application. Though the applicants’ information is stored electronically, the company will also have a hard copy application to comply with the recruitment and application guidelines.
Third, the company will establish minimal qualifications for the Administrative Assistant position. The company will be able to effortlessly differentiate and exclude unqualified candidates. Once the minimal qualifications are identified and unqualified applicants removed, the recruiter can focus on the applicants that are qualified.
The next technique is to create a timeframe during which the job posting will stay open for consideration of applicants. The company uses this policy to avoid holding applications on file for extraordinarily long periods of time.
Finally, the company will have a way to track when an applicant withdraws from a job posting. Having a tracking system in place helps the company avoid any issues or lawsuits that reflect discrimination practices. The tracking system will provide details that shows who withdrew the request, date, and time. Candidates are able to withdraw their application and resume on the company careers website; they will receive a confirmation email. Recruiters are not able to perform this task.
Policy for Making the Hiring and Promotional Decisions Related to the Job Opportunity
Applicants must meet the requirements for hiring decisions. All candidates must first meet the minimum requirements for the job. If those are not met, the applicant will not move forward in the selection process. Candidates that meet the minimum and preferred requirements, if applicable, will move forward in the process. Once the recruiter builds a candidate pool, they will reach out to the hiring manager to start scheduling interviews. The initial interview will be with the business manager. The business manager will schedule the candidate to interview with investment bankers. In some cases, the candidate will also interview with the Administrative Assistant staff on the team where they will join. In some cases, the candidate will have a panel interview to shorten the interview process. After the series of interviews, the business manager will make a hiring decision based on the feedback from investment bankers.
Promotional decisions are based on the last two performance reviews. To be considered for a promotion, the candidate must at least meet expectations. Employees that exceed expectations have a better chance for a promotion.

EVALUATION
Background Checks Used by HR Department
The HR Department utilizes criminal background checks for all candidates as part of the pre-employment screening. The investment banking platform exposes employees to highly confidential and private client data and deal closing information. Administrative Assistants are not deal team members or do not close deals, but they usually know basic information related to the deal because they book the business travel for client meetings and pitches. Applicants that are interested in a role in the investment banking division must have a criminal background check performed due to the nature of the business.
Employment verification is another background check for HR directors to consider. Most of the time, candidates inflate their work experience and skill set so recruiters should confirm whether the candidate actually performed those duties in the previous or current job. Checking legitimacy of the resume ahead of time allows the recruiter to make an informed hiring decision.
Lastly, drug screening is a background check used by the HR department. This background check is standard as a pre-employment check. All candidates have to submit to and pass a drug test before an offer is extended.
RISK MANAGEMENT
Challenges and Adverse Impact of Using Subjective Criteria for Assessing Soft Skills
The investment banking environment entails constant verbal and written communication with corporate clients, investors, and sponsors. While technical skills are important for the job, soft skills are important to success in the investment banking division. Strong communication (verbal and written) skills are needed in the job.
Flexible personality trait is needed for the job because investment bankers have good and bad days like any employee, so it is good to know how to screen the different moods and attitudes that can sometimes be brought on by the high stress level of the profession. Dealing with multiple bankers with multiple temperaments can be taxing but Administrative Assistants should not let that be a disruption.
Attention to detail is another soft skill that is a must for an Administrative Assistant. Meetings and travel require constant change and rescheduling, so the candidate must be able to keep up with moving and changing parts at all times.
In some cases, recruiters or managers are biased when it comes to soft skills. They judge that soft skills differ depending on attributed features such as background, race, and ethnicity. Typecasts are made from personal and professional experience with each recognized group. When employers rely solely on the experience, discrimination is formed along racial and ethnic lines which then create challenges and adverse impacts.
Special Religious Consideration
Title I of the Americans with Disabilities Act of 1990 (ADA) makes it unlawful for an employer to discriminate against a qualified applicant or employee with a disability (Job Applicants and the Americans with Disabilities Act, 2005). Once a provisional offer of employment is extended to an applicant, the company will request whether they will require reasonable accommodations related to anything associated to the job. One type of reasonable accommodation for disabled applicants is hiring a sign language interpreter for a deaf applicant. Legally, the employer is required to provide an interpreter for the candidate. Another reasonable accommodation recommendation for disabled candidates is making interview and job description material in large print for an applicant with slight vision impairment.
Title VII of the Civil Rights Act of 1964 proscribes employment discrimination centered on religion. A special religious accommodation for applicants is to schedule interviews around religious holidays and events. Another religious consideration is for candidates to wear religious or cultural garments and attire to interviews. Applicants should let the employer know when a religious dress or grooming accommodation is needed for religion.
Legal Reasons for Not Being Able to Sufficiently Provide Reasonable Accommodations
An employer does not have to provide a reasonable accommodation that will cause “undue hardship,” which is substantial difficulty or overhead. If a deaf candidate requests a sign language interpreter for the job interview, the employer has to accommodate the request. Since this request will incur a large expense for the company, the candidate can be legitimately removed from the candidate pool.
If the selected company is not able to provide a special religious accommodation, the employee will be transferred to another position. Frequent time off for religious travel and holiday observances calls for an employee to be away from the workplace. A schedule change may warrant a reasonable accommodation if employees can work out a schedule change.
Work-life Conflicts
Family conflict is one main work life conflict in the workplace. Parenting can conflict with the workplace because women take maternity and parental leave for the birth of a child. Female employees generally have a high level of stress due to trying to balance work and family. Another work-life conflict is medical problem because it also means time off and away from the office. The Family Medical Leave Act governs the provisions for leave for employees. Still, time away from the workplace can become overwhelming for other employees because they have to take on additional responsibilities. Next, the military can pose a work-life conflict in the workplace. Although service members are protected under the Uniformed Services Employment and Reemployment Rights Act, their absence away from the workplace places a strain on team members and sometimes the employer.
RESOLUTION
Policy to Resolve Conflict Through the Use of Related Employment Laws
To resolve family conflict, the selected company should consider returning Family Care Time (FCT) benefit back to employee benefits. A few years ago, the company eliminated this component of Paid Time Off (PTO). Each employee received ten FCT days to use for immediate family members when sick or to accompany them during a doctor’s appointment. If this benefit was returned, employees will not feel stressed about exhausting their regular PTO days. Going back to maternity leave, women can tack the FCT days to the end of their maternity leave to extend leave time.
Medical problems are often created in the workplace due to the stress of balancing work and life. Persistent stress that continues to go untreated can increase the threat for breeding chronic and diseases. Employees should be encouraged to seek help through the Employee Assistance Program (EAP). The Family Medical Leave Act provides protection for an employee that needs to take leave due to clinical depression diagnosis or any other mental health disorder.
Service members have reemployment rights under the USERRA, but as an added benefit the selected company should allow injured service members an additional paid year of leave before returning to the workplace. Hiring a contractor or temp should resolve the burden of overwhelming other employees with the workload.
CONCLUSION
In conclusion human resource development doesn’t have a set derivative of what it actually is about specifically. The reason being is because its a combined effort throughout many areas of a business. With that being said Human Resource Development addresses many areas within a organization also it is the training of individuals once they are hired on. The HRD provides opportunities to employees to learn new skills. It also distributes resources that are helpful to employee tasks and any and all developmental activities. Being diverse with recruiting and finding the right people to bring into the company will be extremely beneficial to the growth of the company. Diversity will become a benefit to our organization even if the standard was always to hire and promote within.

REFERENCE:
Herskowitz, E. (2000, October). The Perils of Subjective Hiring and Promotion Criteria. Retrieved May 15, 2016, from http://www.eeotrainer.com/HiringCA.html

Job Applicants and the Americans with Disabilities Act. (2005, March 21). Retrieved May 15, 2016, from https://www.eeoc.gov/facts/jobapplicant.html

Prohibited Employment Policies/Practices. (n.d.). Retrieved May 15, 2016, from https://www.eeoc.gov/laws/practices/

Walsh, David J. (2013). Employment Law for Human Resource Practice, 4th Edition. VitalSource Bookshelf Online. Retrieved from https://strayer.vitalsource.com/#/books/9781305561861/

By Shaban, Aya. In 3rd International Conference on New Challenges in Management and Business: Organization and Leadership, 2 May 2016, Dubai, UAE, Procedia – Social and Behavioral Sciences. 12 September 2016 230:76-

Fowler, Karen; Nursing Management, Sep2018; 49(9): 50-54. 5p. (Article) ISSN: 0744-6314, Database: CINAHL Complete

By: Muhammad Ali; Metz, Isabel; Kulik, Carol T. Human Resource Management Journal. Nov2015, Vol. 25 Issue 4, p580-599. 20p. 3 Charts, 1 Graph. DOI: 10.1111/1748-8583.12079.

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