RECRUITMENT AND STAFF SELECTION

Recruitment and Staff Selection

Recruitment and Staff Selection

This paper is based on case study involving Brad, a nursing student aspiring for his graduate degree in nursing. He has twelve years of experience in this field and is now concerned with the recruitment and hiring practice of his immediate supervisor. Brad is currently working at Greenhill Memorial Hospital. Three questions are answered in this paper.

Q1: What would you say to Brad about the ideal legal and ethical hiring practices?

Ans: I would like to convince Brad about the current hiring practices at the Greenhill Memorial hospital. There are some issues that are needed to be addressed urgently. When human resource planning indicates that additional employees need to be hired, the organization engages in recruitment activities. The initial goal of recruitment efforts is attracting a pool of potentially qualified applicants to the organization (Greenhill Memorial Hospital in this case). This pool is then screened until an appropriate number of candidates are offered employment (Phillips, 2008). Recruitment activities include assessment of immediate and long-term employment needs, monitoring the labor market conditions, designing recruitment materials and methods, generating pools of qualified candidates, monitoring the effectiveness of different sources and methods of recruiting, follow-up with candidates regarding hiring decisions, and evaluation of the overall recruitment efforts. Legal issues like the definition of an applicant, company disclaimers, the nature of job advertisements, and misrepresentation of employment opportunities also come into play (Meglino, 2006).

There are legal requirements that affect every aspect of organizational staffing (Greenhill Memorial Hospital in this case). Organizations need to be aware of legal obligations and requirements or face the possibility of expensive litigation. Staffing, in a legal sense, deals with the employment relationship. There are laws regulating virtually every aspect of the relationship. Central to this are laws on equal employment opportunity and affirmative action (EEO/AA). These laws include, among others, Title VII of the Civil Rights Act (1964, 1991), the Age Discrimination in Employment Act (1967), Americans with Disabilities Act (1990), the Rehabilitation Act (1973), and Executive Order 11246 (1965). Enforcement of the Civil Rights Act, Age Discrimination in Employment, and Americans with Disabilities falls under the jurisdiction of the Equal Employment Opportunity Commission (EEOC).

Q2: What can you do to ensure that the recruitment and selection process is fair and consistent with the requirements of federal and state laws on hiring practices?

Ans: Numerous decisions are required of employers (Greenhill Memorial Hospital ...