Human Resource Management is not only about basic rules, concepts, and principles. While it is essential to study common cases, psychology, and human nature, a recruiter professional cannot rely solely on common sense and a general base. The answer to the argument lies in the name of the profession — Human Resources. A key to being a true expert in recruitment is keeping in mind that people are very complicated mechanisms.
Silicon Valley company has been hiring recruitment personnel for big companies working with artificial intelligence, but the firm has been recruiting depending on the communication skills and charm, which are the first two criteria problems. Even though the company did consider the expertise and knowledge in the field, it is not enough for hiring AI personnel screening (Vrontis et al., 2020). What is more critical for any IT employee are analytical skills, which have not been considered for a position. Even as a recruiter, an individual cannot only rely on communication skills for a job in an IT company because a person with low analytical skills would not be able to quickly determine if the candidate does (Vrontis et al., 2020). The next criteria which should have been chosen as leading are innovative ideas and problem-solving skills, which are essential for a still-developing field of artificial intelligence.
Despite the fact that the company was intended to hire employees in various countries and aimed at the residents of each, the results show that the majority of them are the United States citizens who had also finished studies in America. That is the criteria problem because the criteria do not work themselves. For instance, a recruiting firm should have conducted reports showing the screened candidates, where they would have attached the ethnicity and residence information. In such a way, it would be more accessible to trach the results and keep the aim. Therefore, each of the countries they have been recruiting for would get at least one hired professional in the home country of a firm.
The first problem of the recruitment process that stands out is that the resumes of candidates are screened using a data-mining program. Although it may be helpful in some cases, for professionals that need to utilize their analytical skills every day at work, it would be best for the human resource managers to look through the resumes themselves. Foremost, a recruiter can adequately assess the information from the resume and a short cover letter, already evaluating the needed skills at the current stage.
As discussed in the previous paragraph, the recruitment plan lacked gender, ethnic, and national diversity. The managers could have used the suggested method to track the goal. As a bonus, the firm has only hired through a website, which may not have been easily found by the candidates from different countries. Therefore, the company would have more chances if they had also hired using other recruiting websites or at least had some promotions aimed at the proposed countries.
The hiring process could possibly go down because of a severe lack of personal approach. First of all, the resume was screened by a program rather than a living person, and later, the chosen candidates got an automated email and had to pass a test without knowing the insights of the job. The best option here would be conducting a draft email, which would be edited for each of the candidates to utilize individuality for each of the letters. And the key part would be switching the test and the interview in places, and conducting an introductory conference before the test so that the candidate would be able to get to know the company, responsibilities, and bonuses. In such a way, a person can underestimate if they still want to apply for a job and be much more motivated to pass the test, using the maximum of their knowledge and skills.
To address the changes from the Equal Employment Opportunity Commission, the Silicon Valley company has to severely change the recruitment process for their own firm. Firstly, they need to set the goals for the recruitment plan to determine which kinds of people would be the best fit for each company they are hiring for. At the same time, they need to suggest a plan that includes diversity and set the aims, and conduct the report outlines. The company will only benefit from having multicultural and multigender employees, as the candidates would feel more comfortable around people, they can connect with on an unconscious level.
Wrapping up, the Silicone Valley company had failed to set incorrect goals within their own community. The minorities are very powerful, and they do not have any fewer abilities to be as good at their job as white men and could even be better. A diverse environment is not only the right thing, according to the EEOC, but it also helps the employees to learn from a variety of people (Noe et al., 2021). In that way, residents of any country with different abilities, cultures, and ethnicities can see the aspects of diversity and understand the candidates they are hiring better. Although the client’s customers are from a number of countries, there should still be representatives of as many nationalities as possible. Overall, the case confirms the statement that in order to be a professional in Human Resources, a person should understand people and make their job personalized to connect with the candidates and the community.
References
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2021). Fundamentals of human resource management (9th ed.). McGraw-Hill.
Vrontis, D., Christofi, M., Pereira, V., Tarba, S., Makrides, A. & Trichina, E. (2020). Artificial intelligence, robotics, advanced technologies and human resource management: a systematic review.The International Journal of Human Resource Management, 33(6), 1237-66.