Recruiting is an obligatory and necessary process in every organization of any sphere of activity. Recruiting is the selection of personnel in the staff of the company or on request of the customer in the case of a recruitment agency. The financial performance of the organization depends on the quality and efficiency of this process. Therefore, if the recruitment has been carried out correctly, productivity increases and, as a result, the company profits and employee loyalty grows. When the process of hiring is organized improperly, there is a large risk of replenishing the staff with insufficiently competent employees and triggering the growth of the staff turnover. Recruiting is the main function and duty of the Chief Human Resource Officer. A visionary CHFO invests considerable resources into the staff, which is the main capital of the enterprise, and waits for an effective response. Thus, the current paper explores an organization where new employees will work with the legal statutes affecting selection and hiring of employees, as well as qualifications needed and the selection process in order to understand peculiarities of the workforce recruiting process in the particular organization.
The AdvertGroup is an American advertising company that has been operating in Philadelphia, Pennsylvania, since 2010. The AdvertGroup offers a full range of vehicle advertising, makes a variety of outdoor advertising constructions, provides a production of promotional constructions, offers advertisements on billboards and arches, provides printing services, and produces so-called POS-products (stickers, coasters, frames, etc.).
The main principle of the AdvertGroup is high efficiency of advertising solutions and proper quality of the product. That is why the companys Chief Human Resource Officer carefully selects highly qualified staff. The AdvertGroups staff includes many different specialists. It includes the General Director, Secretary, System Engineer, CHRO and its team, Account Director, Account Manager, Marketing Manager, Layout artist, Media buyer, Media planner, Art Director, Author of advertising texts or copywriter, Visualizer, Print Manager, TV producer, Production manager, Responsible Executive of Advertising Project (manager REAP), Advertising Manager, Production Manager of print advertising, PR Manager, and Manager of trademarks or products, as well as people who are in their teams and help them.
The AdvertGroup is planning to expand its business operations to New York by opening an office there. Thus, it needs a new highly qualified workforce.
The Legal Statutes
Candidates for a job have rights according to the law even before becoming an employee. Many state and federal acts regulate what the employer can or cannot do along the recruitment process from announcing a competition, an interview, and till the final hiring of the employee. In general, in the process of selection and hiring of new employees, the employer must not discriminate against and disesteem privacy rights of applicants; it must also obey legal rules of recruiting immigrants and young workers.
The Department of Labor (DOL) manages and ensures compliance with more than 180 federal laws (United States Department of Labor, n.d.). On the federal level, the law against discrimination consists of different statutes. In general, the most used statutes are Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act, and the Civil Rights Act of 1991. Title VII forbids discrimination during selection concerning race, color, religion, sex, national origin, pregnancy, childbirth, or health status. The ADEA forbids discrimination concerning age (40 and over) and the ADA forbids discrimination concerning disability. According to the Civil Rights Act of 1991, discriminated candidates for a job and employees who have experienced harassment in employment will be reimbursed.
The federal Fair Credit Reporting Act is used when an employer receives a background check from a consumer reporting agency about an applicants criminal background, driving records, credit history, and other general background reports.
The Fair Labor Standards Act of 1938 induces the employer to employ more employees. The statute establishes a minimum hourly wage rate (which is $7.25 per hour) and a standard 40-hour work week. According to the statute, each hour of work must be paid and every hour worked over the 40 hours must be compensated 1 1/2 times higher than the standard hourly rate of pay.
Involvement of foreign labor in the US is performed by acquiring the status of a citizen by an employee and by obtaining a temporary work visa. Labor migration is governed by The Immigration and Nationality Act and other laws such as the Contract Work Hours, the Fair Labor Standards Act, Safety Standards Act, and others.
The AdvertGroup looks for the same types of employees for its new office in New York as in Philadelphia because the principles, the way of doing things, and the structure of the organization are going to be the same. Thus, the CHRO needs to find General Director, Secretary, System Engineer, HR manager, Account Director, Account Manager and 3 Account executives, Marketing Manager and 3 marketing specialists, 3 Layout artists, Media buyer, Media planner, Art Director, 5 Authors of advertising texts or copywriters, 2 Visualizers, 2 Print Managers, TV producer and 3 assistants, Production manager, 2 Responsible Executives of Advertising Project (manager REAP), 2 Advertising Managers and 6 assistants, Production Manager of print advertising, PR Manager, and Manager of trademarks. Accordingly, the CHRO has to recruit 47 employees.