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.
Every job applicant for each position must have appropriate qualifications. The General Director is the main person in the office. He/she is responsible for all processes in the office. He/she must have Bachelors degree in Marketing, be over 30 years old, have minimum ten years of experience being a director in the marketing sphere in a well-known company, and know several foreign languages. A secretary is a person who is going to help the General Director with documentation, schedules, and telephone calls. He/she must have Bachelors degree, have minimum five years of experience being a secretary, and know minimum one foreign language. The System Engineer must have Bachelors degree in engineering, have minimum five years of experience being a system engineer. The HR manager must have Bachelors degree in Human Resources and have minimum five years of experience being an HR manager. The Account Director must have Bachelors degree and five years of experience, as well as have good communication skills. Account executives must have Bachelors degree, one year of experience, and have good communication skills. The Marketing Manager must have Bachelors degree in Marketing, have three years of experience, have good communication skills, and be creative. Marketing specialists must have Bachelors degree in Marketing, have one year of experience, and be creative. Layout artists must only be creative and talented; the examples of projects done will be pluses. Media buyer and Media planner must have three years of experience in working with media and good communication skills, as well as already established contacts. Art director must have Bachelors degree in Marketing, have five years of experience, be creative and responsible, and have good communication skills. Copywriters must have good writing skills, be creative, and have one year of experience. Visualizers and Print Managers must be creative and have one year of experience. TV producer must be creative, as well as have three years of experience and already established contacts. Assistants must be creative and have at least six months of experience. Production manager must have Bachelors degree in Management, three years of experience in a well-known company, and be responsible. The REAP managers must have Bachelors degree in Marketing, have three years of experience, examples of projects done, and be creative. Advertising Managers must have Bachelors degree in Marketing, have three years of experience, and be creative. Their assistants must be creative and have at least six months of experience. Production Manager of print advertising and Manager of trademarks must have Bachelors degree in Marketing, have three years of experience, and be creative. The PR Manager must have Bachelors degree, three years of experience, good communication skills, and already established contacts.
The Selection Process
The selection and recruitment process will be made by three methods screening, general recruitment, and headhunting. Screening is a superficial selection. When searching for candidates in this case, recruiters are oriented at generalized requirements (sector or industry, education, experience, qualification). It allows collecting the maximum number of resumes from which then appropriate specialists are selected (Screening and selection, n.d). By this method, there will be selected assistants and executives, the Secretary, the System Engineer, Marketing specialists, Copywriters. The general recruitment makes use of business contacts. The AdvertGroups professional CHRO is profiled in the selection of personnel over the years, has formed an entire database, and has close contacts in the business community that will be used when closing vacancy. By this method, managers will be selected. Headhunting is the enticement of a particular employee (manager, top manager, or a rare expert) from one company to another company . By this method, directors and rare creative specialists will be selected.
The screening will be made in several stages. The first stage is formation of requirements for jobs and announcement of competition in the media, in the Internet, etc. The second stage is analysis of applications for compliance with the requirements of the position and pre-interview by phone. Then, the candidates are invited to the office for the interview. However, first of all, a survey is conducted in the office. It includes personal questions: date of birth, social status, an address of permanent residence, previous place of employment, education, hobbies, etc. Often, there are questions that help further define the level of self-esteem and attitude to social phenomena in the society. However, the candidates not always truly answer the questions. Then, such a selection device as an interview is used. It helps to evaluate main characteristics of the applicant necessary for successful work on the new position and to adopt a positive decision concerning the applicant. Nevertheless, it may provide a wrong impression (Yu & Cable, 2014). Only after successful completion of the previous stages, the applicant is offered to pass intellectual, psychological, and vocational testing during the next stage. Testing is a very accurate selection device that provides accurate info about candidates knowledge and abilities; the three tests increase the efficacy twice. Finally, the CHRO chooses the most suitable candidate.
The CHRO is not going to provide integrity testing that assesses the applicants goings-on that will say about honesty, reliability, and trustworthiness through asking particular questions. The reason is that individuals can respond in the manner that will create a good impression rather than being sincere (Types of Employment Tests, n.d). The CHRO is also not going to provide drug testing because it is illegal under the Drug-Free Workplace Act of 1988 (United States Department of Labor, n.d).
The CHRO of the AdvertGroup is required to recruit a new workforce for the new office in New York. He is going to hire 47 people, among which there are directors, managers, assistants, and others. Every position calls for some years of experience and almost every vacancy needs Bachelors degree and creativeness. The legal statutes affecting the recruitment process are Title VII, ADEA, ADA, the Civil Rights Act of 1991, FCRA, FLSA, the Immigration and Nationality Act, and others. During the selection process, there will be used screening, general recruitment, and headhunting. During the screening, such devices as survey and interview, which are not always accurate, and three types of testing, which will provide full and true information about the candidate, will be used.