Discrimination Is a Likely Occurrence During the Recruitment Process
Discrimination is likely during the recruitment process. The online Oxford Dictionaries (2010) defines discrimination as “the unjust or prejudicial treatment of different categories of people, especially on the grounds of race, age, or sex”. On the other hand, Townley (1989: 97) argues that recruitment “involves a process of discrimination”, and it was found that in most situations, the discrimination that takes place during the recruitment process is not “unjust”. In this essay, authors are drawn upon to support the argument that discrimination is a necessary and justified part of the recruitment process. The level of discrimination may vary, however, depending largely on the type of industry the organisation hiring is categorised in. From this, prospective employees are scrutinised based on their skills and/or characteristics. The type of industry as well as the generation of managers (i.e. baby boomers) impacts on the recruitment methodologies used. Managers may be influenced by the match of personalities, or other features of their life, between the potential employee, also known as the Just Like Me effect (Rudman 1999). This demonstrates that there may be instances where not only high levels of discrimination transpire, but unjust discrimination is practiced. Unjust prejudice that may occur revolves around the lack of understanding from, and perception and values of managers, the source of stereotyping. Encouragement of engaging in a diversified social environment will broaden views and decrease intolerance. As well, Australian laws have also been put in place to discourage bias and unjust behaviour. Thus, in general terms, the amount of discrimination that varies is justified and necessary during the recruitment process.
Industry and skill/characteristic
Schuler & Jackson (2000) developed a human resource management (HRM) strategy that involves formulating and implementing ideas and issues for managers to better conduct the recruitment process. The
Industry and skill/characteristic
Schuler & Jackson (2000) developed a human resource management (HRM) strategy that involves formulating and implementing ideas and issues for managers to better conduct the recruitment process. The