New Hiring Practices, Business Proposal Example

Abstract

In contemporary tight job market, each and every recruiter should work harder to attract a large pool of high-quality applicants. It is imperative that the recruiter stays professional throughout the recruitment process to ensure that the right persons are brought on board without violating the relevant ethics and legal considerations. This paper proposes the fresh and the best hiring process that the company should follow in order to achieve the above objective. The paper gives special consideration to affirmative and discrimination policies in the recommended recruitment procedure.

The best hiring practice for this company is job interviews where candidates are requested to give a description of specific skills that they posses. This will assist the company to get the right employees, who will play a good role in improving the company financial performance, customer satisfaction, productivity, quality, employee satisfaction as well as retention (Goree, 2009). Success of any business or firm depends on having the right persons for the right work (Seglin,  2003).

The firm should put in place a strong hiring practice based on interviews, it should follow the steps below during the interviews so as to eliminate discrimination and to follow ethical issues. Advertising should be composed with care when making a job offer to an individual, to ensure that it abides by the laws and other existing regulations. This assists in engaging the right employees and at the same time avoiding legal charges on discrimination or privacy claims invasion (Howard & Mary 2004). The advert should avoid nuances that can stand as evidence of discrimination to the applicant like; salesman use salesperson, handyman use general repair person, etc.  The advert should state that all applicants will be considered for employment exclusive of sex, national origin, religion etc. by inserting phrases like “an equal opportunity employer”. Prepare the questions for the interview before conducting the interview, this should entail: focus on the job duties, the skills that applicants have and their experiences. This eliminates the risks of some applicants complaining of unequal treatment after their application is rejected (Goree, 2009).

Step 1: Outside Testing

The firm should invite professional interviewers who will administer written and verbal tests. They can also administer psychological tests on dishonesty, intelligence, stability and technical abilities needed by the firm.

Step 2: Conducting Rigorous Personal Interview

The interviewer should ask general attitudes queries, how one can manage his/her boss, queries relating to applicant’s knowledge of the business and specific department’s task as pertaining to the business success as a whole, his/her ability of setting goals and expectations in relation to achieving them, questions on specific skills essential skills for the job and communication knowledge needed for the job (Goree, 2009).

Step 3: Organize Peer Group Interview

This encourages the applicants to feel freer to speak and determine the comfort they can get in working with their peers. After, have a meeting of those involved in hiring in order to determine if the group has reached a consensus about the applicant suitable to work for the company.

Step 4: Carry Out a Background Check

This step is very crucial, even if the applicant is a relative or competitors best employee. An investigation should be carried out online or otherwise to relatively, speedily and inexpensively discover if the applicant have criminal records, lawsuits with the previous employers, compensation claims of workers etc.  This enhances the employee commitment to work since there no other ties (Todd 2007).

Step 5: Reference Check

This procedure can be conducted through a phone call, or request in writing. Contact the previous employers or tutors incase of fresh graduates, though very few people stand will to give some information. Most previous employers do verify only dates of employment and their former employee’s salary.

Conclusion

The human resource finally should document all the steps followed, this shows his efforts of protecting him/herself against a negligent hiring charge. Remarkably, the best steps towards finding workforce you can trust, and one that you can establish a triumphant employment relationship.

References

Goree, K. (2009). Ethics in the workplace, 2^nd Ed. Florida: Thompson-South Western.

Howard, R. & Mary, S. (2004). Companies with a Conscience. Denver, CO: Myers Templeton.

Seglin, J.L. (2003). The Right Thing: Conscience, Profit and Personal Responsibility in Today’s Business. New York: Spiro Press.

Todd, A. (2007). The Gods of Business: The intersection of Faith and the marketplace: LA: Trinity Alumni Press.