Introduction
The recruitment and selection process is of great importance to organizations willing to maintain their profitability and survival in today’s business environment. However, there are challenges, which if not addressed would render the whole process futile. Factors such as language barrier, cultural beliefs and personality traits are among the challenges affecting the recruitment and selection process (Bell, 2011).
This paper shall set out to discuss the challenges and criteria used to hire a sales manager for a fortune 500 company selling fiber optic cables to clients from leading companies. Factors such as age, marital status, gender, ethnicity, skills and beliefs shall be used in the selection of the ideal candidate for the job.
Challenges of cultural diversity in the hiring process
Discrimination based on age, gender and cultural background is among the main challenges facing organizations during the hiring process. Hankin (2005) observes that organizations have in the past denied women and people with accents jobs despite their level of expertise.
Similarly, language barrier, religious beliefs and moral issues may hinder an individual from working efficiently in areas where situations conflict with these aspects (Bell, 2011). As such, before hiring a person for this job, I will have to consider such aspects among others in order to select a candidate that will successfully carry out the task at hand effectively.
Selection criteria
According to Bell (2011), successful hiring practices involve matching the job requirements to a given skill set and personality traits. Considering the nature of the job, the successful candidate must have some Knowledge in fiber optic technologies, a proven track record in sales and interpersonal skills backed by lingual and communicative prowess.
These attributes are very important because sales jobs are very challenging and require an individual with thorough knowledge of the product, good marketing skills and a likable personality. A person possessing such qualities will be able to negotiate with clients, efficiently address their concerns and convince them that our products are the best choice. Being knowledgeable about something gives others a sense of trust that may determine the difference between a sale and a missed opportunity.
In regard to the nature of the job, travelling and entertainment are both time consuming and tiring activities. As such, the successful candidate must be hardworking, young, single and with a “can-do” attitude. This criterion is based on the fact that married people have other responsibilities that may hinder their ability to travel or have entertainment with clients after working hours.
Similarly, older people may not be able to handle the pressure and stress associated with travelling, working and having fun for long hours without having adequate rest. As per the gender, the job can be done by a man or a woman, as long as he/she is comfortable and understand what the task entails.
Conclusion
Cultural diversity at work presents organizations with an opportunity to acquire workers with different abilities. While the cultural differences may present challenges, the human resource manager should select candidates who are flexible and able to work in multicultural dimensions.
In this paper, the challenges of hiring people in a culturally diverse environment have been discussed and the criteria to ensure that such challenges are overcome highlighted. A candidate selected from this criterion will ensure that the job is done and success is achieved.
References
Bell, M. (2011). Diversity in Organizations. New York: Cengage Learning.
Hankin, H. (2005). The new workforce: Five sweeping trends that will shape your company’s future. Chicago: AMACOM Div American Mgmt Assn