Human Resources in This Case

Human Resources

In this case there were two types of recruitment sources used. The first was that of an internal source. This is where the supervisor announced the need for new Customers Service Representative to the current employees and asked for referrals. The company also used external recruitment sources. They placed an advertisement in both the local papers and on the job board at the county workforce center. These were all appropriate recruitment sources for the type of job that they had to offer.

There was a job analysis done on the Customer Service Position but yet when the job offer was posted there was nothing directly linking it to this job analysis. The job description was nothing more than a couple of lines about there being a job available and how to contact the company about interviewing for the job.

According to the facts of the case there seems to be no processes in place to identify any adverse effects of the job selection process that are currently in place. There does not seem to be any standard operating procedures in place to deal with problems or aversions that may occur on a day-to-day business of operating a business. There appears to be no processes in place dealing with things that might happen during the entire hiring process or even about how to go about conducting a successful hiring campaign.

Since there are no set rules in place in this company and the hiring of the new Customer Service Representatives was left solely up to the supervisor of the department with no help or input from the human resource department it does not seem that applicable laws were followed. It does not even appear that those doing the hiring are even aware of the applicable laws that would apply to hiring at this company.

There are many things that this company can change in their hiring practices in order to make them more efficient and less liable. The sources that this company used in order to find their new employees were appropriate for the job that they were hiring for. On the other hand the job posting that they used needs to be improved. The posting needs to include a description of the job for which they are hiring along with the minimum skills that are required to do the job successfully.

In order to make sure that the hiring process is fair a member of the human resource department that is versed in fair hiring practices and the applicable laws needs to be involved in the process from the beginning to the end. This will help to minimize any negative impacts that might arise from unfair hiring practices that could lead to litigation that would not be good for anyone involved.

Once the job description is put into place and posted in the appropriate places then the actual interviewing process needs to be developed. There needs to be a set of interview questions that are developed from the job analysis and then everyone needs to be given the same set of interview questions so that the job search is fairly conducted. All applicants need to be given the same fair shot at going through the process.