During the recruitment process, the job description and selection assessment may differ from one job to another. However, in the interviews, the interviewer tends to ask questions that are not related to the qualifications, conditions and the roles and responsibilities attached to the job as per the job analysis in the advert. The interviewer sometimes can also consider the people they know or are familiar regardless of whether they qualified for the job or not.
As a result, the team that ends up being selected maybe not fit for the job while the appropriate candidates end up denied the position. In many cases, the team is chosen to consist of people who lack the required skills, knowledge and experience and that calls for training before they start performing their duties, hence forcing the company or organisation to incur more expenses in conducting such training. It is also not guaranteed that after the practice the new employees will get enough skill to perform their duties appropriately and that may end up affecting the performance and growth of the company (Keep, 2014).
For a company to avoid enforcement actions, it should adhere to the state laws and regulations when selecting the team to hire for a particular job. The state laws give a proper guideline on the requirements and qualifications that one must possess to be fit for a specific position. However due to the inappropriateness of recruitment sources, the company end up coming with a team that doesn't fit the requirements provided by the state laws, and they're attracting some enforcement actions (Pierce, 2018).
In conclusion, when one is assigned to conduct a recruitment process for a particular company they should not rush on the process, in the name of they want to take the shortest time in the exercise. They should consider all the job requirements and state laws keenly to come up with an excellent team and avoid the impacts that come along with inappropriate recruitment process.
References
Keep, E. (2014). Corporate training strategies: the vital component. New Perspectives, 109-125.
Pierce, B. (2018). Contract Law Govern the Recruitment Process and Enable Enforcement of Verbal Commitments. JL Bus. " Ethics, 24, 127.
