Recruitment Policy - Case Study Example

Recruitment (Human Resource Management) Inserts His/Her Inserts Grade Inserts 27 March The Recruitment process must ensure high job applicant turnout. The research focuses on the article INSIDE TRACK: Warts-and-all Hiring Policy. The way to attract the right staff is to tell the truth (Pickard, 2001). The research centres on presenting the negative aspects of the job responsibilities. To increase the job applicant database, the negative or warts-and-all hiring policy must be included during the second phase of the recruitment process, the interview phase. Question 1. Extent of agreement with the approach to recruitment described in the article. I completely agree with the approach to recruitment described in the article (Pickard 1). First, the recruitment companies can use the ‘plush hotels’ hiring policy to one target job applicant group. Some job applicants prefer the plush hotel or positive approach in the job hiring process. To these types of job applicants, spelling out all the job responsibilities and authorities will discourage the “positive” type of job applicants. In addition, the companies’ advertisements should never inform the job applicants that some of the dullest jobs are full of thrills endless fun. Second, the human resource management practice of hiring in plush hotel is very effective (Pickard 1). The hotel strategy uses advertising to persuade the desirable applicants to enter the portals of the company as any of its line and staff employees. The hotel environment creates an impression that the company is large enough and financially profitable enough to offer what the job applicants want. The hotel strategy gives a better impression of the company compared to the human resource management office. In addition to the hotel scene, offering flyers or brochures to job applicants will entice the job applicants to focus their time and energy on the processing of their applications papers. Many companies have successfully hired the best employees through the plush hotel or positive approach. However, the company’s should never lie or make false offers. Third, the hiring companies can use the ‘Kaisen mantras’ approach to weed out unfit job applicants (Pickard 2). However, the recruitment officers must provide the Warts-and-all or negative aspects of the job during the interview phase, not the advertising phase. The advertising phase focuses on advertising and receiving of resumes from all interested job applicants. Under the Kaisen mantras approach, the hiring managers will spell out all the details of the job. The Human resource manager must inform some clients the whole story to help weed out applicants who do not fit the organisation’s requirements. For example, management will inform the applicants that the job entails meeting different types of current and prospective customers everyday. Most introvert applicants abhor meeting strangers. On the other hand, the extrovert job applicant will accept a job where one can meet different persons on a daily basis. Many companies successfully hired the cream of the crop job applicants using the Kaisen mantras hiring approach. Fourth, the Kaisen Mantras approach reduces employment turnover (Pickard 2). The human resource department must inform the job applicant that the job entails a lot of mathematical computations. In turn the job applicant can refuse the job offer because the job applicant’s waterloo (weakest job qualification capacity or expertise). On the other hand, the job applicant who is a math genius will immediately grab the company’s offer to make mathematics’ based reports. Fifth, the Kaisen mantras’ approach allows the client an earlier time, during the interview phase, to fully accept a long term employment contract (Dell 77). The human resource department can inform the applicants that the job promotion is longer in the company when compared to job promotion in other companies. If the promotion issue is not brought out during the job interview phase, the restless company employee will be discouraged. Discouragement breeds declining work quality. Discouragement creates boredom among the employees. Discouragement persuades many line and staff employees to seek greener pastures (other companies) that offer faster job rank promotion. Sixth, the company must sell the positive aspects of working with the company (Pickard 1). Many job applicants prefer to hear the positive benefits of the job vacancy. For example, the job will applicants will jump for joy after hearing the company offers free travel benefits to Germany, France, Italy, or even far away United States. The job applicant will be happy to learn that he or she will have two assistants. The job applicant will happily accept a job offer where the salary higher than the job applicant’s present salary. Seventh, advocating the use of realistic and negative messages as well as those that are positive will create a better work environment (Pickard 1). The employees accept the company’s job offers based on what the company advertises. After several months’ work, the employees will be discouraged to learn that the company does not offer vacation leaves. After working for several months, the employees will be discouraged to learn that the company has a job performance benchmark. After accepting the company’s realistic and negative messages, the job applicant knows that is expected of one’s job environment (Pickard 1). The job applicant will prepare oneself for the difficult job responsibilities in order to avoid the negative effects of lackluster job performance. The job applicant will not complain that reprimanded him for a below standard job output. The clients know that one will be reprimanded for not complying with the company’s job performance benchmarks. Specifically, the Wart-and-all or negative aspects of the job position should be included in the second phase of the job recruitment process, the interview phase (Pickard 2). The same Wart-and-all or negative aspects of the job position should not be included in the first phase of the hiring process, the advertising or announcement of the company’s vacancy. Complying with this type of recruitment process, the company will be able to reduce to the cost of hiring new job applicants. The job applicants will submit their resumes during the advertising phase of the recruitment process. Consequently, after weeding out the unqualified job applicants during the interview phase, the cost of recruiting a new member of staff; when the cost of training, advertising and time lost are taken into account. The human resource department’s implementation of the hiring process adding up to three times the employees annual salary, according to some estimates. Question 2. Main Disadvantages. There are main disadvantages of showing both the negative and positive effects of accepting the company’s job offers, during the interview phase of the recruitment process (Pickard 1). First, there will lesser job applicants willing to endure the negative part of the work environment. Most applicants choose a company that offers only the best or more favourable aspects of applying for work in a company. With time not on the job applicants’ side, many busy job applicants will focus on which company has the best job offer, stated during the interview phase of the recruitment process. Consequently, most of the time-constrained job applicants will not look at the negative messages of several possible hiring companies. Second, showing both the negative and positive effects of accepting the company’s job offers will not fit the “plush hotel” hiring process during the interview phase of the recruitment process is preferred by the one group of job applicant (Pickard 1). Some job applicants only compare the positive aspects of working when deciding which company to apply. Some job applicants will shy away from companies if they are given the negative aspects of working for the companies. Question 3. Hiring companies include in their recruitment policies that recruitment advertisements at graduate recruitment presentations or in notices placed at job centres must not include a “warts and all” policy (Pickard 2). The absences of the Warts-and-all aspects during the recruitment process to delivery a realistic and message at the selection stage as a means of helping the companies attract and employ job candidates to establish the job applicants’ suitability for the jobs concerned. First, stating that the company will not hesitate to fire employees having lackluster job performances will create fear in the hearts of the faint-hearted job applicants. The absence of the warts-and-all statements will increase job applicant volume. Second, the company’s hiring process is still in the courting stage (Deb 159). In a normal courting stage, the suitor brings out one’s best image to the person’s love designer. In fact, the suitor will buy new clothes to impress the girl of his dreams. The suitor will also shave one’s beard and have a clean haircut to give a favourable or lovable image to the lady. Likewise, the suitor hides ones’ negative habits like smoking and drinking during the courtship stage. The suitor brings flowers and chocolates to wean the heart of one’s dream girl. Likewise, the companies must present a very rosy picture of job applicant’s future work environment (“courtship”). The recruitment office must focus on the “suitor” approach over the “realistic or negative” in order to win the approval of the Job applicant (Still 77). The company can show that current and prospective employees can have there are coffee or snack breaks in the morning and in the afternoon. Likewise, the company can offer a car plan to employees generating excellent or very satisfactory job performances. The company can offer rewards and promotions to employees constantly exceeding established monthly benchmarks. Consequently, the weeding out of the undesirable job applicants will take place. However the weeding out will take place after the job applicants are convinced by the warts- free and negative-free advertisements, to apply for the job vacancy. The company’s recruitment officer will weed out the undesirables during the second phase of the hiring process, interview phase. After taking the company’s personality tests, intelligence quotient test, emotional intelligence tests, aptitude tests, and other work attitudinal tests, the recruitment officer can politely and professional inform the job applicant that more qualified person was hired for the job (Brown 201). One huge advantage of the “suitor” approach is to convince the job applicant who does not fit the extrovert qualification of a marketing officer to apply for another job vacancy, backdoor office clerk, which fits the introvert type of job applicant. Based on the above discussion, the human resource management’s recruitment policies must ensure high job applicant turnout. The research focuses on the article INSIDE TRACK: Warts-and-all Hiring Policy. The way to attract the right staff is to tell the truth. The article states the warts-and-all aspects of the recruitment process should be included. To increase the job applicant database, the negative or warts-and-all hiring policy must be included during the second phase of the recruitment process, the interview phase. Indeed, the article is correct in stating both the positive and the warts-and-all aspects of each job vacancy should be discussed with the job applicant during the interview phase of the job recruitment process to reduce employee turnover and recruitment costs. Works Cited Brown, Jane. The Complete Guide to Recruitment. London: Kogan Page Press, 2011. Print Deb, Tapomoy. Strategic Approach to Human Resource Management. London: Atlantic Press, 2006. Print. Pickard, J. "INSIDE TRACK: Warts-and-all Hiring Policy. The Way to Attract the Right Staff is to Tell the Truth." Financial Times 28 August 2001: 1. Print. Still, Del. High Impact Hiring: How to Interview and select Outstanding Employees. London: Management Development Press, 2006. Print. Read More