Proof read paper must be in APA format throughout document including reference page
2148517
org502_module01_ct_apa20errors1.docxAdverse Impact and Recruiting Methods
John Doe
1
6
ADVERSE IMPACT AND RECRUITING METHODS 2
Adverse Impact and Recruiting Methods
Why Adverse Impact Existed
Adverse impact exists because there are numerous groups of individuals that make up the workforce; Hispanics, whites, blacks, African-Americans, females, etc. Depending on which group a person belongs to, an employer has the potential to discriminate against that individual when they apply for a job. The employer may be prejudice against one group and receptive to another, and when this happens, adverse impact exists. The Uniform Guidelines on Employee Selection Procedures (ugesp) regulates employers on who they can and can’t hire, and was put in place to limit discrimination against protected classes of people, such as sex, race, and ethnic groups. The UGESP adopted procedures that would make it illegal to adversely impact a group of individuals based on their sex, race, or ethnic group. If a test to hire individuals is deemed to be discriminatory, adversely impacting a group(s) of individuals, the organization must prove their motives for their hiring practices by providing evidence that the testing information is related to the job function the organization is hiring for (Palumbo and Steel-Johnson, 2007). Employers who have access to multiple selection tools must use the tool that has the least amount of adverse impact on a group of individuals (Bogardus, 2009).
Four Effective External Recruiting Methods
After evaluating the list of external recruiting methods, I have focused on four methods that I feel are effective; internet job boards and community sites, colleges and universities, job fairs, and employment agencies. The following paragraphs will explain why each of these external hiring methods is effective.
The internet changed the way individuals send and receive information, and looking for a job by means of the internet is no different. Internet job boards and community sites are easily accessible and provide important information such as job requirements, work location, pay, and benefits is all within the click of mouse, allowing potential employees the opportunity to decide whether that job is right for them. Internet job boards have become popular because they are more cost-effective than using traditional media advertising such as newspaper or trade magazines. (Bogardus, 2009) A study conducted on employers in 2005 revealed that more than half of all employees hired came from the web, most notably internet job boards (Filman, 2006). Potential employees and employers have also embraced the use of internet job boards to recruit for job positions by taking advantage of email. The use of email in internet job boards allows organizations to post job positions in minutes and begin receiving applications and resumes within hours, whereas traditional media like newspapers would have to wait for the next edition to be published.
Colleges and universities are an effective way of external recruiting because past alumni who work in different job fields visit the campus and recruit potential employees (Bogardus, 2009). The alumni that come back and recruit for their respective companies already have the knowledge of what type of students the university graduates. Recruiters who are alumni of the university can relate to prospective employees because they have walked in the shoes of the potential employee and can relate with the experiences they are going through. Alumni may also come back to recruit students via faculty who will nominate potential employees to alumni they have taught (Bogardus, 2009). Not only does the recruiting alumni benefit from faculty nominations, but the alumni’s employer benefits from having an extra set of eyes looking out for their company.
Bogardus mentioned that job fairs have long been a great source for external recruiting of potential employees. The purpose of a job fair is to bring employers and potential employees together in one location (Bogardus, 2009). Job fairs can take place in a downtown location such as a civic center or can take place at a college or university. Job fairs make searching for jobs more efficient and convenient for job hunters and allows potential employees the opportunity to evaluate different organizations they would be interested in working for. Job fairs are like mini interviews with organizations, because they allow prospective employees the opportunity to discuss their career goals and offer to prospective employers the skills they can bring to an organization to make the organization better (O’Rear, 2006).
Employment agencies offer potential employees many opportunities to find a job. Employment agencies allow employers to list job openings with an agency, and the agency reviews the jobs and refers qualified candidates to the employer (Bogardus, 2009). A potential employee who has several skills could possibly have many opportunities afforded them by using an employment agency, depending on the number of employers looking for that employees specific job skills. Employment agencies do all the leg work when helping individuals look for a job, and potential employees do not participate in interviews that they have zero chance of getting. All individuals who interview for a job have the same chance of being selected as the others being interviewed.
Two ineffective external recruiting methods
Two external recruiting methods jump out at being ineffective when looking over the different methods; media sources and previous applicants. These two recruiting methods are discussed below in detail explaining why they are ineffective.
Media sources such as newspapers, is considered old and archaic since when compared to how the internet has evolved into the recruitment tool it is used as today (Bogardus, 2009). Job ads used in daily newspapers are still being used, but many employers do not list job openings because of the cost, whereas internet ads are either free of cost or more cost-effective. When applying for a job from a newspaper ad, the prospective employee has to call the posting organization to find out important information such as pay, benefits, and actual job duties. The internet, job fairs, alumni of colleges and universities, and employment agencies either do this for you or the information is readily available. Jobs being interviewed over the radio and television are rarely used, and are becoming even increasingly less with the expansion of satellite radio and television. The radio and television stations that are broadcast over satellite come from major cities and companies that do not have local affiliations.
Whenever an individual applies for a position, unless they make a very strong impression, the organizations recruiter may not remember them. This is why seeking previous applicants to fill job vacancies is not an effective external recruiting method. (Bogardus 2009) believes that it is a good idea to maintain a professional contact with an individual who made a strong impression when an appropriate job becomes available because it just might pay off, but the chances of the recruiter remembering their name and skills that are beneficial for the job opening are not great. There is also a question of how long should the recruiter keep a professional contact with an individual before that individual starts to miss other job opportunities waiting on the recruiter? Once a person is turned away from a job by an employer, getting that same individual to interview again for another job position would be difficult unless the employer is guaranteeing the job to the individual.
References
Bogardus, A.M. (2009). PHR/SPHR: Professional in human resources certification study guide (3rd ed.). Indianapolis, Indiana: Wiley Publishing, Inc.
Filman, Ralph. (2006). Labor pains employment game. IEEE Internet Computing, 10(2). doi: 896196863
O’Rear, M. (2006). Maximize Your Experience...Make Job Fairs Work For You. Biomedical Instrumentation & Technology, 40(3), 208-209. doi: 208686804.
Palumbo, M. and Steel-Johnson, D. (2007). Cognitive ability, job knowledge, and stereotype threat: When does adverse impact result? (Doctoral dissertation). Retrieved on March 1, 2012 from ProQuest Dissertations and Theses database. (UMI No. 3318920)
1
Adverse Impact and Recruiting Methods
John Doe
CSU
-
Global
Managing Human Resources
MGT570
Dr.
Joe Professor
January 29, 2012
1
Adverse Impact and Recruiting Methods
John Doe
CSU-Global
Managing Human Resources
MGT570
Dr. Joe Professor
January 29, 2012
