Havre Job Service Employers'
Committee Employer Resource Guide
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Havre Job Service Employers'
Committee Employer Resource Guide
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Recruiting Practices
Recruitment is the attempt to attract
qualified applicants for vacant positions. It is a critical step in the
selection process, well worth the time devoted to it. Before deciding on your
recruitment practice, check to see whether any of these things have a bearing on
your choices: ·
A collective
bargaining agreement
·
Organizational
policy
·
An affirmative action plan
within the organization
Affirmative
action is often misunderstood. You are not required
to hire any person, regardless of qualifications, just because he or she is a
member of a protected group. You are required to make the best effort to
remove all arbitrary, artificial, and irrelevant standards and practices when
they effectively bar employment of persons in protected groups. Affirmative
action is a conscious attempt to attract qualified women, minorities, and
disabled persons to apply for vacancies, where they can compete for selection on
equal footing. The following recruitment practices are
widely used but many of them pose specific hazards to equal opportunity. Help-wanted advertisements: Job postings
and classified ads are frequently used for recruiting. They are generally
effective, but might not reach some applicants you may want to attract through
affirmative action. An employer
may not use published notices or ads that indicate any preference, limitation,
or discrimination based on race, color, religion, sex, or national origin. A
narrow exception occurs if religion, sex, or national origin (but never race or
color) has been established as a bonafide occupational qualification. Other
restrictions: Job ads placed in “Help
Wanted-Male” or “-Female” columns generally have been deemed sexually
discriminatory. You must also be careful to avoid age specifications; phrases
such as “recent college grads” or “recent high school grads” connote a
preference for youth and are unlawful. Also “retired couple” or “mature
person” violate the age bias law. Word-of-mouth advertising This method,
frequently used in small organizations and small communities, poses a real
problem because it relies on incumbent employees informing friends and relatives
of vacancies. The result may be ... 1.
Highly qualified applicants never learn of vacancies. 2.
Minorities continue to be shut out, as they don’t belong to the social
and family groups that learn of vacancies. This perpetuates long- standing
discrimination. Use of referrals Similar to
word-of-mouth advertising, referrals - by employees, politicians, business
persons, etc. - rely on an established social network. If minorities and women
have been limited in employment opportunities this network will often continue
the limitation. Job Service Given its resources
for matching job applicants and vacancies statewide. Job Service can be a
valuable recruitment partner. One limitation is that some qualified potential
applicants may never enter the Job Service system. Still, the agency can help
greatly in widespread recruitment efforts. A note on the scope of recruitment Generally begin
recruitment on a small scale and expand as needed. If qualified applicants
already work in the organization recruit from within. Policy may require it, and
it costs less. However, in-house recruitment may perpetuate past discrimination
if the current employee group is predominately white males. If the skills needed
for the vacancy are not available in- house, expand your recruitment area as
necessary. |
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