Industry and Organization Description
The veterinary clinics and animal hospitals industry is made up of veterinary services sales and related products by veterinary clinics and animal hospitals. These organizations provide veterinary care for pets, farm animals, and animals held in zoos and wildlife parks, among other things. Veterinary clinics and animal hospitals that provide veterinary healthcare services such as treatment, consultations, and curative medicine to animals are included in this industry. When an animal is sick or injured, it is necessary to seek medical attention. In my current position, I work in a small animal hospital dedicated to improving the lives of pets, people, and the community as a whole. Not only do we care about the pets we see in our facilities, but we also care about the communities we serve and the pets that live there. Our primary focus is on dogs and cats.
Selection strategies, policies, or practices in effect at this company
The primary selection process that the company has adopted for the past decade is the internal selection strategy. When a corporation has open positions, internal recruiting is used to fill them. This differs from external recruiting, in which an organization seeks to fill vacancies by bringing in candidates from outside. Internal selection allows the organization to fill positions that require an insider’s perspective and knowledge while also incentivizing employee loyalty and a sense of advancement (Heneman , H (2018). Internal recruiting is a critical component of every company’s success when compared to external recruiting. Promotions, transfers, and temporary employment are the primary methods used by the organization for internal hiring. During promotions, current employees are promoted to higher positions rather than searching for new hires with specialized skills. Transfers happen when an employee transfers to the same place in a new location or to a similar position in a new department. In addition, temporary recruiting involves making a temporary position holder, which is very similar to the process of promotion.
The company potentially faces legal issues as a result of this strategy
Discrimination stands to be the most potential legal issue that the company potentially faces in the future. Discrimination during internal recruitment creates a jealous environment in the workplace that could result in reduced productivity. Discrimination occurs when a hiring manager picks candidate for any reason other than their experience and qualifications and treats them unfairly because of that protected characteristic. It is against the law to discriminate in the hiring and selection of workers. Direct discrimination, harassment, and indirect discrimination are the three primary forms of bias that the company may encounter (Compton, 2009). Indirect discrimination includes enforcing regulations or procedures that have a detrimental impact on someone because of one of these characteristics. Harassment is the deliberate creation of a hostile atmosphere to target one of these characteristics. Hiring managers can unintentionally exclude specific candidates from consideration when conducting internal recruitment.
Some biases are learned over time and are unconsciously ingrained. They influence hiring managers to make judgments in favor of one individual or group at the expense of others. This “may stifle efforts to increase diversity in hiring, advancement, and retention at work.” Left uncontrolled, bias can affect an entire industry or even the entire culture of an organization.
Recommendations
To avoid future discrimination, hiring managers should be objective when stating the required abilities or experience for the position and be critical of the language used to ensure it doesn’t contain any loaded or gendered words. Also, they should outline the competencies and utilize them as a framework to evaluate all applications. As a result, all applicants are certainly treated equally. This would also assist them in avoiding potential discrimination while writing employment advertisements.
There are some questions you should not ask job candidates when conducting interviews. A candidate’s age, whether or not they plan to have children, and whether or not they are married are all examples of discriminatory questions. There may be legal ramifications associated with bringing up any of these questions. In addition, candidates who are not selected for the position should receive feedback on their abilities and interview performance. All of the reasons they failed must align with the criteria that established your framework.
References
Heneman, H (2018). Staffing Organizations (9th Edition). McGraw-Hill Higher Education (US).
https://bookshelf.vitalsource.com/books/9781260141320
Compton, R. L. (2009). Effective recruitment and selection practices. CCH Australia Limited.
write