Home > Sample essays > Don’t Fall Prey to Discriminatory Staffing: A Guide to Internal and External Recruiting

Essay: Don’t Fall Prey to Discriminatory Staffing: A Guide to Internal and External Recruiting

Essay details and download:

  • Subject area(s): Sample essays
  • Reading time: 7 minutes
  • Price: Free download
  • Published: 1 April 2019*
  • File format: Text
  • Words: 1,920 (approx)
  • Number of pages: 8 (approx)

Text preview of this essay:

This page of the essay has 1,920 words. Download the full version above.



A company that wants the best talent possible should consider how well they should pay their employees. Since companies have different budgets, giving employees a high salary may not be a possibility. Companies should consider offering employees competitive wages to prevent employees considering an alternative job offer. Many companies insist that increasing wages will convince employees to apply to their company. Due to budget restrictions, it would be nearly impossible to afford an employee who has the finest talent. Therefore, companies who can provide their employees with average pay may slightly impact the overall success of the company. There are many ways to make sure that firms can pay their employees a mediocre salary without affecting the success of the staffing strategy. The first crucial way to do this is to foster a training program. A training program for the employees will improve the comprehension and efficiency of the staff. The training program gives the employees the opportunity to grow as individuals, and the properly trained employees can progress into “top talent employees.” Eventually, hiring employees who have great skills and paying them adequately will cause retention issues.  Sooner or later these employees will realize that their talent is worth more money and will take their expertise elsewhere.

The costs and benefits of having an internal staffing focus are that the recruit would have prior experience and already be familiar with the organization. Many recruiters believe that internal recruiting is the best because these people already work for the company may be up for a promotion. The recruiters may feel internal employees may be a better fit for higher level positions. The recruit would already have background knowledge about the company, would be acquainted with his/her colleagues and boss, and he/she already understands the company’s business model. This recruit will easily adjust to the new position within the company because that recruit is already familiar with the onboarding process. Hiring internally can also increase morale and decrease expenses. Hiring internally can increase employee morale because employees appreciate the fact that their companies value their effort. Also, having internal promotional opportunities for employees can contribute to their individual success. The cost for internal staffing is relatively cheaper. For internal staffing, managers can hold a meeting with his employees to discuss an opening of a promotion. There is no cost associated with holding a meeting, spreading the news by word of mouth, and even sending the opportunity through email.

The costs and benefits of having an external staffing focus are that the recruit would give the company a fresh start. Most firms prefer internal staffing to fill promotions, but if no option is available they turn to external staffing. Meaning, a new recruit can possibly provide innovated ideas that have never been brought to the company. This helps companies go in a positive direction when they are looking for new opportunities to develop. An external recruit can provide different ideologies from previous employers which can contribute to the success of a company. Even though the costs for external staffing is higher than internal staffing, there are many advantages of external recruitment. External recruitment increases the competitive within the company. When employees are competitive, it generates enthusiasm in the workplace. Healthy competition within the business can cause the employees to improve productivity, increase morale, and decrease turnover. Another benefit to external recruitment is that the company will be open to diverse people who offer different types of abilities and experiences. Overall, there are more external recruiting sources than internal recruiting sources. Networking is one of many recruiting sources that help companies recruit externally. Websites like LinkedIn, help hiring managers find their perfect candidate by looking at their LinkedIn profile and their resume. Hiring employees internally and externally is crucial because they both offer excellent characteristics that will cause a company to grow. Even though they are both two different recruitment techniques, balancing them equally is crucial. The employee that has been hired internally already is familiar with the company, but they do not know how to be a manager. That individual must go through extensive training before being considered as a manager. Also, someone has to fill that position that is now open because of the individual being promoted to manager internally. The compromise is:  The promotions should be handled internally and the positions that need to be filled should be handled externally. The promotions should be handled internally because that person already has the prior background knowledge of the company. The individual is already familiar with that role because they already know how managers and supervisors behave from their own experiences. Filling those positions who have been promoted should be done by external staffing because this can bring fresh and innovative ideas to the workplace. External recruitment also provides individuals with a wider range of experience. Even though they not would be working at a manager/supervisor position, they soon will become an internal employee that will soon become an internal candidate. Internal employees get promoted to a higher level. External employees fill the gap that the internal left. Then that external moves up and becomes internal. And so on.

I believe the common general barriers to legally defensible staffing are, the “like me” bias, stereotypes, and hiring managers. The “like me” bias is when individuals tend to connect with each other who identify to resemble themselves. This bias is considered normal because many people engage in it without realizing it. The problem with bias is that it can cause discrimination of employees based on their race, gender, disability, or age. An example of a “like me” bias is when a female nurse supposes that males make horrible nurses. This is not true, but this opinion and mindset can negatively impact the firm’s goal to maintain an unbiased work environment for all employees.

Stereotyping is when people come up with an idea that everybody in a group will behave similarly. Stereotypes negatively impact the workplace because it involves people arbitrating other people based on their characteristics. Stereotypes usually consist of making fun of people upon their race, pigmentation, religion, where they are from, gender, disability, or age.  Stereotyping individuals can significantly reduce the morale of a company because it may create a pessimistic environment. It is crucial for hiring managers and employees to avoid stereotyping other people. It is important to remember the equal employment opportunities policy to avoid stereotyping candidates during an interview. For example, during an interview, a hiring manager would avoid statements regarding someone’s age, experience, height, weight, and not hiring someone who is pregnant.

Hiring managers are responsible to know all of the employment regulations to avoid discrimination. By law, hiring managers should know that all of the laws apply to each individual they are interviewing. It is crucial for the hiring manager to treat each individual that they are interviewing the same. They may not base their decision on someone’s race, sexual orientation, or their appearance. It is important to train managers appropriately to make sure they know all of the laws can avoid lawsuits and other disciplinary issues. A hiring manager should avoid asking an individual about the details of why they were fired. Instead, the hiring manager should ask why were you let go or what their weaknesses were in the previous job.

To remove all three of these barriers in the workplace, companies can implement better training programs. Training programs can teach employees how to avoid participating in “like me” behaviors, stereotyping individuals, and how to improve the knowledge of hiring managers. To make sure these training programs are efficient, the training should meet everyone’s expectations. Also, it is crucial for everybody to be on board with the content of the lectures provided in the training program. Most importantly, employees should use what they learn in the training programs and it to their job. Companies can require all employees to take tests to prevent “like me” behaviors, individuals from stereotyping, and from hiring managers breaking discriminatory laws.  Combining the training program to the companies’ objectives can portray to employees on how crucial these topics are. Also, solving the conflicts that arise from these issues as soon as possible is vital. Discussing the conflicts regarding these barriers can avoid future lawsuits that have the possibility of jeopardizing the company’s future. Companies that have incorporated  Affirmative Action laws prevent employers from promoting social equality throughout the workforce.

I believe choosing a job is a crucial decision that can impact my future. It tends to be easier to decide what job I am interested in if I rate the items that are most important.  For example, I recently obtained an internship at Princeton Partners Solutions Inc. pertaining to recruitment. Before I got hired, I evaluated the commute and how much I get paid. Personally, it is important to me to have an easygoing commute that is not going to stress me out. This internship is located very close to DePaul’s loop campus which is very convenient for me. Also, the amount of money they offer is crucial because it is motivating. Receiving a check every week is important to me because I am a student. Most students like myself have expenses and need to afford tuition and other expenses.

I also evaluate different jobs by doing research on the company. LinkedIn is one of the websites I use when I need information about a specific company. LinkedIn gives an idea about the company’s background and culture. LinkedIn is also very important when it comes to making new connections. For example, after the interviewing process, I connected with my hiring manager and a few other interns. LinkedIn is useful because it shows how long previous employees have worked there. Glassdoor is another website that helped me make my decision. Glassdoor was useful because it specified the job’s description, requirements, and summary. Glassdoor also provides salaries and reviews of the company that helped me make my decision when I accepted the internship. Also, Glassdoor provides a link where it automatically takes you to the company’s website to apply for the job.

Finally, I visit the company’s website to obtain more information that LinkedIn and Glassdoor cannot provide. Princeton Partner’s website had the company’s vision, actions, and values. For example, LinkedIn and Glassdoor did not provide my company’s values. One of the values my company has is “what sets us apart, though, is our fun work environment. Our team consists of positive, energic, and enthusiastic individuals. We truly have a work hard, play hard mentality.” That specific job value convinced me to accept the job offer.

Forecasting is the procedure of using old data to predict for the future. Even though forecasting is rarely exact, firms should do it because it anticipates how well a firm will do in the future. In Human Resources, forecasting helps employers know when to hire additional employees. Forecasting uses statistics to help hire managers to see how well performance levels are. If the results show that performance levels are low, the hiring manager will likely rearrange the data to make sure that the performance levels increase. Forecasting also helps the Human Resources Department by knowing what the supply and demand are. For example, when I worked at Mariano’s, the manager increased the number of employees that work during the holidays. I believe my manager forecasted the number of customers to increase because of past experiences and data.

...(download the rest of the essay above)

About this essay:

If you use part of this page in your own work, you need to provide a citation, as follows:

Essay Sauce, Don’t Fall Prey to Discriminatory Staffing: A Guide to Internal and External Recruiting. Available from:<https://www.essaysauce.com/sample-essays/2018-10-9-1539048509/> [Accessed 26-03-24].

These Sample essays have been submitted to us by students in order to help you with your studies.

* This essay may have been previously published on Essay.uk.com at an earlier date.