DISCUSSION BOARD 4
Whenone thinks of the concept of target recruiting, it may sounddiscriminatory in a way however, upon further review, there isfactual proof that fortifies the utilization of target recruitment insome cases. The negative insinuations held by some people whendiscussing targeted recruitment may end once they realize itspurpose. It is only unfair if a group is targeted to take awayopportunities from another group.
Theintention of target recruitment is not to discriminate (Ployhart etal., 2006). Instead, target-recruiting approach helps anorganization to discover different segments in the labor market wherequalified job candidates exist. Target recruitment acceleratesfinding the right person/job match (Heneman et al., 2012). Ifutilized as intended, target recruitment systems are both fair andeffective.
Forexample, in Plate Storehouse, an older work force makes sense. Moreand more young people lack the ability to "build things,"it might make more sense to hire an experienced person with theknowledge to know the different types of wrenches and which tool isbest for which job (Heneman et al., 2012). However, it isunderstandable in terms of how targeting a particular group seems tobe unfair. For instance, people might assume that targeting an olderworkforce is discriminating against the younger workforce. However,the main objective is not to discriminate, but optimize the company’sproductivity (Ployhart et al., 2006).
TheSupreme Court has also weighed in on this and implied that targetrecruiting is a fair practice. The court ruled out that the targetrecruitment does not violate the Federal Age Discrimination inUtilization Act or document of equal opportunity in its importance.In addition, the court uncovered that there was no evidence to showyounger workers suffered when their elders were favored (Ployhart etal., 2006).
Companieshave several reasons for utilizing targeted recruiting this includesthe need for special skills, filling workforce diversity gaps,magnetizing passive employees and re-establishing relationships withformer employees (Heneman et al., 2012). All of these areas arelegitimate for the utilization of target recruitment. One shouldunderstand that targeted recruitment does not transgress any law orguideline established at the state or federal levels.
Employerswish to diversify their work efficiently for a number of reasons. The Supreme Court`s principle stands firmly in terms of ensuring thatthe desire to diversify the workforce is not at the cost of others(Heneman et al., 2012). The Equal Employment Opportunity Committeeand the monitoring of hiring Praxis bind employers to ensure thatemployment opportunity is open to all. One can see how targetrecruitment increases opportunity and diversity and should notobstruct it (Ployhart et al., 2006).
Inconclusion, one may see targeted enlisting as deliberately unfair. Even so, there are some elements to take into account. If targetedrecruitment does not take away from another group, then it is not abad issue. Target recruiting systems enable employers to find themost suitable candidates for the vacant positions. Moreover, targetrecruiting helps in balancing the workforce diversity gaps in themarket (Ployhart et al., 2006)
Heneman,H. G., Judge, T., & Kammeyer-Mueller, J. D. (2012). Staffingorganizations.Middleton, WI: Mendota House.
Ployhart,R. E., Schmitt, N., & Schneider, B. (2006). Staffingorganizations: Contemporary practice and theory.Mahwah, NJ: Lawrence Erlbaum Associates, Publ.