Do you need this or any other assignment done for you from scratch?
We assure you a quality paper that is 100% free from plagiarism and AI.
You can choose either format of your choice ( Apa, Mla, Havard, Chicago, or any other)
NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.
NB: All your data is kept safe from the public.
Different Ways the Recruiting and Hiring Process
Introduction
Evolutionary and globalization processes determine the trend in the modern labor market, characterized by a growing diversification of the workforce, which carries both certain difficulties and advantages. Thus, it should be used by management to improve the efficiency of using human potential and the companys competitiveness. However, to get a positive effect from the cultural and personal diversity of personnel, it is necessary to consciously and purposefully work on introducing diversification management tools into the strategic and tactical guidelines of the organization in the field of managing its human resources.
Review/Analysis of the Case
In Silicon Valley, the recruiting and hiring process is increasingly moving into an online form. This fact, of course, carries with it positive aspects, as a large set of online tools makes it possible to build the entire funnel from searching for candidates and processing incoming responses to conducting interviews. However, at the same time, online recruiting, especially with the involvement of AI systems, causes some serious problems in particular, the lack of due attention to diversity management.
Moreover, most research shows that hard skills represent a small part of an employees success. Companies with the highest financial return on hiring allocate nearly 40% of their hiring criteria to emotional and psychological traits such as ambition, learning ability, passion, sense of purpose (Mensi-Klarbach & Risberg, 2019). A complete solution to the problem of ensuring competent organizational diversity along with the presence of the necessary soft skills is hardly possible within the power of artificial intelligence. It should be remembered that the experience and intuition of recruiters play a significant role in the hiring process.
The heart of the HR model for managing diversity is integrating differences to achieve higher organizational performance. Leaders of organizations using this strategy focus not only on the qualitative or quantitative aspect of diversity but approach it from a behavioral perspective (Noe et al., 2020). Such a model is most often referred to as a synergetic one, because, according to it, various groups are determined to offer new options for joint effective work in a pluralistic organizational climate. Using this model, it is possible to hire a more diverse workforce including disabled candidates, minorities and women, simultaneously providing the matrix of skills necessary for high organizational performance.
Summary and Conclusions
The need to adhere to specific recruitment quotas for people with disabilities, women and minorities has great potential to increase the competitive advantage of companies, as it is an incentive to manage diversity. It is a guarantee that all employees reach their full potential and make the maximum contribution to the organization. It implies the value of diversity, that is, the value of the differences between people and the different qualities they bring to their work, which can lead to a more fruitful environment. Also, in this case, the companys image as a responsible employer improves, which has a beneficial effect on customer loyalty, investment attractiveness, and the amount of goodwill.
In turn, the implementation of diversity management practices in the recruiting and hiring process can be carried out based on the application of the ADKAR change management model. The ADKAR model can be used to diagnose personnel resistance, helping employees adapt to changes. It is capable of creating an effective plan for personal and professional development in the process of change, allows developing HR management plan in the process of change. With its help, one can determine the needs and capabilities of the company regarding personnel, determine the goals and areas of implementation of the plan, develop solutions for new HR processes, and conduct effective implementation.
References
Mensi-Klarbach, H., & Risberg, A. (2019). Diversity in organizations: Concepts and practices. New York, NY: Springer.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2020). Fundamentals of human resource management (8th ed.). New York, NY: McGraw-Hill.
Do you need this or any other assignment done for you from scratch?
We assure you a quality paper that is 100% free from plagiarism and AI.
You can choose either format of your choice ( Apa, Mla, Havard, Chicago, or any other)
NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.
NB: All your data is kept safe from the public.