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Inappropriate Recruitment Practices
In many developing nations, naive job applicants lose millions of dollars to dishonest officials and con recruiters who guarantee acceptance letters to workplaces. Many successful recruits pay between $2,000 and $3,000 and are unwilling to disclose the subject for fear of jeopardizing their fortune (Abbasi et al., 2020). In Kenya, for instance, at least ten individuals, including police and jail authorities, were detained in April 2022 for swindling job seekers of around $50,000 (Angira, 2022, para. 4). There were allegations of corruption throughout the police recruiting process, and it was reported that some positions were only given to applicants who paid up to $5,000 in bribes. Despite the inspector general of polices caution to the candidates and officers not to partake in corruption, the incidents were rampant.
Inappropriate recruitment behaviors like the one in Kenya should be addressed by making hiring procedures transparent, impartial, and credible so that individuals with the best professional skills and ethical standards may be selected. Civil society groups in Kenya, especially media outlets, should play a vital role in policing reform initiatives by bringing attention to corruption issues. The inspector general of police should ensure prosecution against candidates and officers suspected to have partaken in inappropriate recruitment behaviors. Moreover, the inspector general of police should dismiss officials found guilty of perpetrating the vice. The Kenyan government should employ a three-pronged strategy to combat corruption, including enforcement, awareness, and avoidance. Public awareness will be essential to combating inappropriate recruitment behaviors (Williams et al., 2021). Large-scale public education efforts will help improve the legitimacy of police recruiting, increase public awareness of anti-corruption legislation, and encourage citizens to expose wrongdoing.
Quote
According to Berman et al. (2019), Sham recruitment processes are infuriating for the rejected candidates and a drain on the resources of the organization (p. 101). Inappropriate recruiting and selection procedures led to our family business collapse attributable to inaccurate qualifications screens, passive integration with corporate objectives, a high turnover rate, and decreased morale.
Selection Techniques
I would establish eight hiring guidelines if there were no selection processes for a new organization if given the authority. This is because a proper selection strategy permits the employment of qualified personnel, which can enhance the organizations overall performance (Lievens et al., 2020). The eight phases would equip the recruiting team with everything necessary to develop an efficient selection procedure for the organization.
Application: The application stage is often passive since many firms only wait for individuals to react to job advertisements. However, I would guarantee that applications become essential selection tools, allowing the firm to identify suitable and unqualified individuals. The organization would prepare qualifying questions for this purpose. The hiring team would introduce two or three position-specific questions to which applicants must respond. Limiting the number of qualifying questions and ensuring that they do not require advanced or lengthy responses would be essential. This would make it easier for candidates to complete the applications and for the hiring team to evaluate the answers thoroughly.
Resume Evaluation: After completing the worker application procedure, the hiring team would have a bundle of resumes to sift through in preparation for a screening phone call. They would then check through each resume and identify the best candidates.
Evaluation Call: The screening call would be one of the initial hiring steps in which recruiters shortlist candidates. This call would determine if the applicant is genuinely concerned with the position and is skilled in doing the job effectively (Lievens et al., 2020). Thus, the organization would save time and money by advancing only the most qualified candidates to more challenging and expensive stages, such as assessments and in-person interviews.
Assessment Test: After screening applicants and sorting them into excellent, likely, and unqualified categories, the recruiting team would examine the surviving prospects and evaluate their capability to assume the available position. These evaluations can take several forms in the selection process, such as an in-person appearance for showbiz, a written or online examination, or a sales position where the team asks the candidate to sell them a product. Other types may include a practical analysis to determine typing speed or an on-the-spot cooking test for a culinary role.
In-person Interviewing: It would be time to meet the possible prospects personally and choose who will be the subsequent hiring. The entire recruiting staff would require extensive preparation to ask all the appropriate questions (Lievens et al., 2020).
Background Checks: Background checks would convince the hiring board that the candidates are trustworthy and pose no hazards to the organization. For instance, businesses may undertake pre-employment checks to ensure that candidates resumes are truthful and that they are not already using illicit substances (Berman et al., 2019).
Reference Searches: The team must get references for the most qualified individuals in the last phases of the screening process. Thus, the hiring team would receive helpful information regarding the recruits performance from those they have worked with, such as previous managers, former coworkers, or business associates.
Choice and Employment Offer: After a sequence of well-organized selection methods for recruiting new personnel, this would be the ideal moment to inform successful candidates that they have been offered a position in the company.
Quotation
According to Berman et al. (2019), Increased demands on organizations to be productive, flexible, and responsive- often while only maintaining staff or even losing employees- make selecting the best people critical (p. 165). Managing staff retention entails taking deliberate measures to maintain employee motivation and concentration so that they choose to continue working and are industrious for the organizations benefit.
References
Abbasi, S. G., Tahir, M. S., Abbas, M., & Shabbir, M. S. (2020). Examining the relationship between recruitment & selection practices and business growth: An exploratory study. Journal of Public Affairs, 22(2), 1-10. Web.
Angira, Z. (2022). Police took home Sh500m in bribes from recruitment fields. People Daily. Web.
Berman, E. M., West, J., Bowman, J. S., & Van Wert, M. R. (2019). Human resources management in public service: Paradoxes, processes, and problems (6th ed.). SAGE Publications.
Lievens, F., Sackett, P. R., & Zhang, C. (2020). Personnel selection: A longstanding story of impact at the individual, firm, and societal level. European Journal of Work and Organizational Psychology, 30(3), 444-455. Web.
Williams, P., McDonald, P., & Mayes, R. (2021). Recruitment in the gig economy: Attraction and selection on digital platforms. The International Journal of Human Resource Management, 32(19), 4136-4162. Web.
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