Human Resources Plays Crucial Role

Human Resources plays crucial role in the success of the organization.

Recruitment functions as a gatekeeper or filter for the organization.

Identifying and hiring the right individuals is a foundation for successful organizations.

Current recruitment practices are not adequate to ensure organizational success.

Human Resources is developing better recruitment policies, practices and procedures.

Current Situation

The recruitment process is not involved in decision-making and candidate selection.

Typically, departments select candidates and negotiate terms independent of the HR department.

The only role of HR in recruitment is processing the selections made by individual departments.

Managers are hiring according to apparent nationality and cultural biases.

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Current Problems

High turnover rates correspond to increased costs of hiring and training.

Continual influx and turnover of personnel not suited to their roles and/or to the organizational culture is undermining morale.

Failure to design compensation packages within the scheme of broader salary considerations increases cost and destabilizes the motivational component of compensation.

Managers are hiring according to apparent nationality and cultural biases.

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New Policies and Recruitment Criteria

Focus on identifying potential high risks to retention rates by emphasizing proven work ethic and length of tenure in previous positions.

Focus on identifying previous records of positional and employment changes.

Focus on interviewing practices to identify employees inclined toward loyalty to organizations and productivity in previous employment.

Managers are hiring according to apparent nationality and cultural biases.

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Establishing Integrated Recruitment Policies

Manpower planning must incorporate multiple areas and an integrated strategy.

Candidate sourcing (including advertising vacancies) must provide a first-level filter to attract good candidates and eliminate poor candidates.

Pre-screening and testing procedures are necessary to identify the most qualified candidates according to objective criteria.

Collaboration between HR and operational departments is essential to establish the right criteria for knowledge, skills, and abilities, previous performance, and other desirable objective traits in successful candidates.

Collaboration between HR and operational managers must include the final candidate selection process.

Managers are hiring according to apparent nationality and cultural biases.

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Legal Considerations

The consequences of accusations or claims of discrimination could be damaging to the organization both financially and in terms of reputation.

All testing, interviewing, and selection processes must focus on objective criteria to avoid any possible accusations or claims of discrimination.

Recruitment and hiring practices and tools (i.e. forms, questionnaires, structured interview questions, and tests) must be designed by HR and operational management in conjunction with legal review and final approval.

Conflicts of interest must be avoided in connection with recruiting or hiring family members of the organization or of its subsidiaries.

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Summary of Major Proposed Changes

Recruitment and hiring will be a collaborative effort incorporating HR, operational management, organizational manpower planning, and legal oversight.