Hiring Process Issues
Hiring managers should understand the proper characteristics that are required for a potential aspirant to be able to be recruited into an organization (Raschke, 2003). Silicon Valley employing firm consists of applicants that have short comes that impact in the improper functioning of the company. The candidates are not dependable such that they do not show commitment to the completion of tasks that are assigned to them. A multicultural concept is infringed in the industry such that most recruiters happen to be graduates from Ivy League Colleges thus discriminatory. A potential entrant should be diverse so as to serve a varied client base organization (Raschke, 2003). In this context, the candidates in the office do not represent all races and ethnicities to serve the different client base. Presentation of minorities is not also considered as the company's number is at the minimum level (Raschke, 2003).
The Recruitment Process
Recruitment is finding and hiring suitable persons from the external and internal environment of the association. Silicon Valley enrolling process is done via website recruitment area. The potential applicant attaches their resumes and indicates a short note which is directed to the recruiter (Raschke, 2003). Data mining program is then used in the screening of the documents whose aim is to look for a certain terminology and criteria. The potential contestants are then contacted through the email so as to complete a questionnaire that is uploaded on their website. The access is gained through the use of a particular password and considered the second screening (Raschke, 2003). The entrants are then given an individual interview through the society's website. The results are sent to the employer who determines the final selection through a closing interview. The company's recruitment and selection process may encounter various problems. Poor website characterized with deprived design and lack of relevant information needed by prospective contenders thus making them uninterested in responding to the advertisements. Technological issues such as slow operation and loosing of information during submission may cost the company to miss out on qualified candidates. Logistical problems may hamper proper recruitment as the best eligible candidate may be miles away and unwilling to relocate. The high volume of responses received from both qualified and unqualified candidates cause traffic in the website thus hindering the smooth recruitment.
Multiculturalism and Workforce Diversity
Multiculturalism is the preservation of different cultures or traditional identities within a unified society (Raschke, 2003). Provision of equal opportunity in all aspects and less insight of minorities and women in Silicon Valley firm is vital for a positive change in its functioning. Diversity in the recruiting team of the company is essential for equality and indiscrimination thus the creation of a multicultural environment in the organization. Reliance on the word of mouth advertisement for job openings is a diversity planning concept which should be adopted by the company. Posting of job announcements on various platforms is encouraged so as to receive the largest and diverse responses (Raschke, 2003). Elimination of adverse impact through which the employment practices seem to be neutral but have a discriminatory effect should be practiced. As a human resource specialist, employment posters are addressed to the general public and not specifics. Women and minorities are to be given an equal opportunity. This will give room to every potential candidate thus workforce diversity is achieved. All races and ethnicities to be represented in the workforce of the company so as to address the diverse clients involved in the company's activities.
References
Raschke, G. K. (2003). Hiring and recruitment practices in academic libraries: Problems and solutions. portal: Libraries and the Academy, 3(1), 53-67.
