Ways in Which Management Attracts, Selects and Recruits Diverse Employees
Management department in any organization is the supreme, responsible for any possible change in an organization, thereby having the responsibility of enacting changes by planning and implementing change in diverse ways of minimizing cost to the organization while maximizing the effects of the effort.
According to research, the Boston consulting group states that diverse companies have 19% higher revenue, and the companies are 1.7 times more likely to be innovation leaders in their market, which are in consideration of capturing the new market.
According to Robbins (2019), the management of the organization needs to focus on getting diverse employees. By doing this, the set goal will be by employees, and it will promote more productivity plus engagements and help increase customer service by developing an employee -client relationship.
Ways in Which Management Attracts, Selects and Recruits Diverse Employees
The management ought to consider recruiting from diversely skilled pools which will broaden the talent pool to hire diverse employees, and it may be proactively sourcing and getting authentic people on board and get to experience different types of workers.
Job vacancies can be advertised through diverse channels. Making an effort of placing job advertisements in additional magazines, websites to reach various diverse employees
Offering internships and scholarship positions in organizations is pretty flexible and advantageous to the organizations. The management can contact the lesser organization on colleges and offering the internship positions. The undergraduates are therefore liable to effectively work and acquire adequate skills, thus maximizing the output level in an organization.
Highlighting diversity on career site and job descriptions will make the employee searching for a job know precisely their requirement. Listing diversity as one of the company’s top values on your site is as well essential. Make your job description stand out and go beyond just basic and regular. Make the name of your organization stand out.
You can inquire for diverse referrals by creating a good rapport with your brilliant employees and ask for several referrals. You can also offer innovative employee referral bonuses to employees that recommend candidates from underrepresented groups in your company.
Avoid the downsides by not focusing on pitfalls, such as exclusively using grades to hire someone. Grades can instead factor in the hiring process. However, if used as the only criteria in selecting the employees, it might lead to unplanned perception since the different systems in schools mirrors and favors’ the dominant culture, thereby restrictive and disadvantaging the minorities.
Conclusion
In conclusion, relating to Quazi (2003) to get the most value out of diverse labor force, crowding of the various staff in one department limiting other departments from getting the new experience will not maximize the outputs
Instead, intercultural social events are planned and organized, and employees from different departments can network with each other.