Recruitment, Equal Opportunities & Diversity

Recruitment, Equal Opportunities & Diversity

1. Recruitment

   • Foot and Hook (20110)- The 'attraction' phase, finding potential applicants.
   • Roberts (1997)- The purpose of selection process is to match people to work
   • Foot and Hook (2011)- Aims of recruitment; obtain a pool of suitable applicants, fair process & conduct in efficient and cost effective manner.
   • McKinsey (1997)- 'war for talent'

2. Job Description (who writes it?)

   • Job holder- knows job well, may not identify tasks correctly?
   • Line Manager- Knows job well, have the time?
   • Uses- Recruitment, training, job evaluation, performance appraisals
   • Heery and Noon (2001)- Outlines purpose of job, purpose and tasks and duties involved.

3. Person Specification- Outlines skills, knowledge and attributes

   • Rodgers 7 point plan (1952)
   • Frasers 5 point framework (1978)
   • Marchington and Wilkinson- companies now using competency framework to outline type of person
     • Subjective?
     • Chan and Coleman (2004)- Right attitude/ appearance.

4. Recruitment Methods

   • Pilbream and Corbridge (2011)- press advertising, Internet, Job centres, Open days
     • All strategies for gaining attention.
     • CIPD (2011)- 16% of hospitality and tourism employers had a vacancy
   • CiPD (2009)- online recruitment helps reduce costs, greater flexibility and broadens applicant pool
     • May limit applicant audience, potential discrimination, impersonal. technical issues

5. Equal Opportunities

   • Van der Vagen (2007)- Cant base employement, training or promotion on personal characteristics that don't relate to job.
   • Legislation
     • Discrimination and Equality Act (2010)- protection against discrimination
       • Equal Pay Act (1970)
       • Sex Discrimination Act (1975)
       • Race relations Act (1976)
   • Complaints
     • Employment Tribunal- within 3 months of allegation
   • Foot, Hook and Jenkins (2016)- Diverse workforce contributes to brands image.
   • Factors affecting Women
     • Glass Ceiling effect/ Concrete ceiling effect.
       • 46.7% of labour force is female
       • 1 in 4 Muslim women work
     • Opt Out Trend- Women leaving jobs to avoid glass ceiling
     • The female advantage- idea that women are better managers due to characteristics
   • Disability
     • CIPD (2011)- 77.5% disabled people unemployed
     • Worries regarding safety at work
       • Two Ticks- commited to helping disabled people
   • Age
     • Greater loyalty and experience
     • Snape and Redman (2003)- Discrimination for being too young is just as common as being too old.
   • Sexuality
     • gay and lesbians approx. 5-7% of population (no official data)
   • Kirton and Green (2000)- engage In employment practices that don't discriminate against, providing equality
   • Foot, Hook and Jenkins (2016)- Aiming for a diverse workforce means a wide range of applicants can be gained
   • TUC/ CIPD (2008)- A greater diversity in the workplace results in lower staff turnover and reduction in recruitment.