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Incident 1 a Problem Ad Human Resource Management (HRM)

Incident 1 a Problem Ad Human Resource Management (HRM)
Autor, Rose Willey
9 October 2016 

Based on, chapter five in the book Human Resource Management, class discussions, and my research, I can say that I can now use the recruitment process and recruitment methods to analyze and answer questions in incident number one in the case study “A Problem Ad.”

Questions and Answers 1 - 3:

Question 1: 
Dorothy overlooked some of the proper recruiting practices, which resulted in an excessive number of unqualified people applying. What are they?

Answer 1: 

Dorothy Bryant does not give a specific job requirement for the applicants. If she wants the Ad to be more effective, she should list more specific job requirements. She should have specified the education and skill level which is required for the position. Bryant should also not have listed “good appearance” or some other just as an unneeded criterion since that is obvious discrimination and something that should not be done (United States Department of Labor).

Question 2: 

Are there any hiring standards that should be avoided? Identify them and explain why they should be avoided.

Answer 2: 

She should avoid listing “good appearance and good credit rating” on the Ad as a criterion for the job. First of all, design engineer applicants do not necessarily have to have a “good appearance” nor do they, based on my understanding, need a “good credit rating” either because the job is based on skill and ability to do the job rather than good credit or appearance.

Question 3: 

What recruitment sources and methods might have been used to have generated a better applicant pool for the two software design engineer positions for International Manufacturing? Defend your recommendations.

Answer 3: 

Places to recruit: Bryant should be focusing on social media (Facebook, Link in), job fairs (you get to meet the potential employees who are interested in the job offers), and colleges and universities (most colleges and universities have people who train a specific skill which includes “designing engineers”).
Methods of recruitment: Bryant should be putting her Ad on social media such as Facebook and Link In. She should be going to job fairs and presenting her company and talking to potential employees who would be interested in the job position(s). Lastly, she should be contacting staff, faculty, and the administrators of colleges and universities for promising applicants.

References

Bruno, B. (2016, June 30). Related courses. Retrieved October 9, 2016, from https://www.lynda.com/Business-Skills-tutorials/Recruiting-process/452091/506479-4.html
Incidents page 129-130 - incident 1: A problem ad? 1) her criteria wasn't. (2016). Retrieved October 9, 2016, from https://www.coursehero.com/file/10660071/Incidents-page-129-130/
Mondy, W. R., & Martocchio, J. J. (2015). Human resource management. Upper Saddle River, NJ, United States: Prentice Hall.
U.S. Department of labor -- civil rights center: Internal statutes & regulations: Disability discrimination in the DOL workplace. Retrieved October 9, 2016, from https://www.dol.gov/oasam/programs/crc/20130712GenderIdentity.htm






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