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entrepreneur.com/tradejournals/article/73555094_4.html).
A second challenge that contemporary companies encounter due to the changing demographics is diversity. Up-to-date researches have revealed that the percentage of employees belonging to racial and ethnic minorities is expected to increase. However, despite the non-discriminatory political correctness that is in fashion nowadays, there are many companies which do not put theory into practice. Consequently, studies emphasize that minorities are either unemployed/underemployed and that they represent an "untapped labor pool." Additionally, one could touch upon the distrust that minorities display against employers either because of the non-discriminatory slogans which are not genuine or because of the positive discrimination policy that converts them into simple tools which help the employer boast the 'politically correct' attitude that is a must-have to its corporate image. For overcoming such problems, employers should state loud and clear that they are in favor of and apply equal opportunity policies based on the one and only criterion that matters - professional competence. Moreover, when interviewing applicants, companies could resort to recruiters belonging to the same minority and, on the other hand, could advertise themselves by giving examples of employees from the respective minority who have become some of the company's most valuable professionals (http://www.entrepreneur.com/tradejournals/article/73555094_4.html). On the one hand, it is said to put pressure on economies and lead to higher unemployment rates, and, on the other hand, appears as an extremely valuable labor pool which helps companies and economies be competitive, and, respectively, prosperous. Once again, the main key to solving this dilemma is hiring people on a meritorious basis. Such open competition is positive because it determines local people to develop those skills they lack, thus evolving to the desired local workforce pool.
Besides aging and minorities, immigration represents another major challenge for contemporary organizations. Recent studies carried out in Canada and USA among HR professionals have highlighted that tougher immigration policies have resulted in an increased effort to recruit and retain local workforce. Therefore, most respondents state that they will continue to hire foreign workers because of the inability to recruit local people having the necessary skills (especially scientific and technical). http://canadaimmigrationblog.com/2008/03/14/immigration-policies-affect-recruitment-retention/
To conclude with, regardless of the challenge (aging population, diversity or immigration), this can be successfully coped with if the basic criterion for assessing applicants remains professional competence and if "unlocking the door" is accompanied by "the genuine invitation to come in" (David Cameron quoted by (http://www.jobshout.co.uk/recruitment_2020_a_changing_workforce.html).
Bibliography
Amble, B (2006). Baby boomers look to a working retirement. On the Internet at http://www.management-issues.com/2006/8/24/research/baby-boomers-look-to-a-working-retirement.aspRetrieved March 22, 2008.
Exploring the next generation of retirees (2002). On the Interent at http://www.merrillassociates.net/topic/2002/08/exploring-next-generation-retirees-baby-boomersRetrieved March 22, 2008.
A mmigration policies affect recruitment, retention (2008). On the Internet at http://canadaimmigrationblog.com/2008/03/14/immigration-policies-affect-recruitment-retention/Retrieved March 22, 2008.
Recruitment 2020: Changing workforce (2007). On the Internet at http://www.jobshout.co.uk/recruitment_2020_a_changing_workforce.html. Retrieved March 22, 2008.
Responding to the Challenge of a Changing Workforce: Recruiting Nontraditional Demographic Groups (2000). On the Internet at http://www.entrepreneur.com/tradejournals/article/73555094_4.html. Retrieved March 22, 2008.
Bibliography
Amble, B (2006). Baby boomers look to a working retirement. On the Internet at http://www.management-issues.com/2006/8/24/research/baby-boomers-look-to-a-working-retirement.aspRetrieved March 22, 2008.
Exploring the next generation of retirees (2002). On the Interent at http://www.merrillassociates.net/topic/2002/08/exploring-next-generation-retirees-baby-boomersRetrieved March 22, 2008.
A mmigration policies affect recruitment, retention (2008). On the Internet at http://canadaimmigrationblog.com/2008/03/14/immigration-policies-affect-recruitment-retention/Retrieved March 22, 2008.
Recruitment 2020: Changing workforce (2007). On the Internet at http://www.jobshout.co.uk/recruitment_2020_a_changing_workforce.html. Retrieved March 22, 2008.
Responding to the Challenge of a Changing Workforce: Recruiting Nontraditional Demographic Groups (2000). On the Internet at http://www.entrepreneur.com/tradejournals/article/73555094_4.html. Retrieved March 22, 2008.
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