Regulatory Compliance, Ethics and Leveraging Diversity
A company that is capable of promoting organizational excellence by integrating strategic staffing, recruitment and retention practices principally determines their resilience during times of crisis. With that kind of ability, the company’s workforce further becomes increasingly flexible in their response to the rapidly changing drivers of business (Razi & Sultana, 2012). Therefore, this paper will seek to clarify how regulatory compliance, leveraging diversity and ethics at the place of work contribute towards the staffing and recruitment objectives in a company.
How the Following Improve Recruitment and Staffing Goals
Gusdorf (2008) argues that there are various laws that influence the hiring processes of organizations in relation to discrimination. For example, some laws prohibit discrimination in the processes of hiring with regards to color, race, gender, nationality and religion. Compliance with such laws enables organizations to observe diversity, which is critical in the facilitation of business excellence. It further allows companies to focus their decisions on recruitment on job qualifications and skills in securing the right candidates for various positions. Many employers that fail to comply with such laws often experience huge losses resulting from discrimination annually. Workers in such firms also undergo stress, huge time wastage and negative public image impacted by lawsuits of discrimination.
Therefore, legal compliance can be very strategic for a business organization in different ways. According to Gusdorf (2008), this is because it allows employers to hire people without any discrimination. Consequently, this helps in saving companies from expensive lawsuits, preventing negative public relations resulting from litigations and enabling organizations to capitalize on the strengths of diversity. Such firms can further perform better since they emphasize more on merit and performance. Legal compliance ensures that companies are able to recruit diverse people with the best qualities, abilities and expertise across all the segments of the labor force. Besides, compliance has also helped in promoting consistent treatment and fairness in staffing and hiring processes. This consequently forbids unfair discrimination in the processes of employment while also offering equal opportunities for everybody. Therefore, legal compliance improves the quality of hiring, the image and reputation of the company while also enhancing fair perceptions on all job candidates. It also strengthens an ethical culture, minimizes effects of spillover, increases appeal to a wider customer base while also enhancing the performance of a company by making sure that hiring is done based on qualifications.
Ethics in the Workplace
Ethics control the daily business activities depending on the established corporate values. Ethical business conduct offers a wide range of the integrity of an organization with regards to business goals, strategy, policies and activities. Ethics in the selection and hiring process promotes the treatment of all job applicants equally without bias. Ethics offer guidance to employers on focusing on the related and relevant information when making decisions regarding recruitment. Ethics require employers to ascertain the accuracy of resumes, accept verification of employment security while also making an individual effort at publishing pictures and resumes among other requirements. Ethical policies ensure that employers do not independently depend on referrals from existing employers in the recruitment of new staff members. The promotion of such practices can further make a company to only hire from a particular gender or race, which is already represented within their workforce. Such a recruitment policy is discriminatory against the minority groups like women. Ethics also enhance the screening practices, in that the employer conducts tests that suit all the qualified candidates on language, social status and concepts. Promotion practices are similarly ethical-based under such guidance.
Workplace diversity is becoming increasingly beneficial to the business success of an organization. Some firms promote diversity because of the regulations of employment while others comprehensively embrace the inclusion concept. Organizations that highly support the concept of inclusion are greatly committed towards hiring and recruiting individuals from diverse backgrounds irrespective of their background, race, religion, color, language, sex and social status among many others. Therefore, their staffing process shuns any forms of discrimination with the intention of recruiting qualified candidates that are selected based on merit. Such firms generate great benefits through widening their diversity initiatives. PrincetonOne (n.d) argues that this is primarily because when such firms promote diversity in their hiring processes, they become more successful since they particularly focus on the diverse perspectives, expertise, abilities and experiences of employees.
This consequently enables the organizations to become stronger and highly competitive. Hiring individuals who are diverse enhance innovation and creativity in an organization because it allows the companies to secure people with different ideas and views. Diversity or inclusion in a company attracts an array of talents that facilitate the development of highly innovative services and products that are appealing to different market places. Diversity in the workplace is an implication that an organization has a variety of experiences and opinions that allow the management of the company to think broadly. As a result, this enables them to develop and refine products and services that can appeal to a multicultural audience while also ensuring enhanced success of the business (PrincetonOne, n.d).
Enhancing a Systematic Recruiting Process
The establishment of a systematic recruitment process enables a company to secure and retain the best talent for their team. In sourcing talent, legal compliance, ethics and embracing diversity allows organizations to hire individuals without any biasness. Compliance ensures that employers do not discriminate on any qualified individual based on factors like gender, race or any other factor. Organizations, instead, source for qualified persons with talent that become a great asset to the business. Under the three business focus, an employer uses the best recruitment strategies that maximize on obtaining the best talent (Razi & Sultana, 2012). Similarly, recruitment under ethical, legal and diverse guidance help firms in avoiding unnecessary costs through satisfying recruitment needs. A Systematic process further observes efficiency because embracing diversity, observing ethics and legal compliance enhances the image, brand and production of an organization. Observing the employment ethics and diversity increases staff retention levels, this consequently minimizes business risks. This is attributed to the fact that the systematic recruitment does not end at hiring but further extends to the monitoring and reduction of various risks related to the new recruits.
The discussion above has shown that embracing diversity, legal compliance and ethical compliance in companies is important in the facilitation of organizational business success. A systematic process of hiring allows organizations to secure the best talents. As a result, this contributes greatly towards excellence since companies are able to secure different innovative and creative individuals.
Gusdorf, M. (2008). Staffing Management: Instructor’s Manual. Society for Human Resource Management, 1(1):1-19.
PrincetonOne (n.d). Building a Diverse Organization: Through the Use of Innovative Sourcing Strategies. White Paper, 1(1):1-8.
Razi, A., & Sultana, N. (2012). Is Recruitment and Staffing Decision Crucial to Success? Global Journal of Management and Business Research, 12(20):80-85.