Issues and Challenges in the Recruitment and Selection of ...

More documents

Recommendations

Info

Other mechanisms to recruit foreign workers include:• graduate recruitment programmes, involving formal or semi formal linksto specific overseas universities,• hiring direct from the country of origin. As noted already, only 13 per centof employers surveyed recruited directly from abroad and it appears thatlarge scale hiring of this sort is no longer a common feature.It is worth stressing, that in general, there were no attempts to recruit throughspecifically immigrant avenues, except where immigrant workers were explicitlybeing sought. This applies both to the avenue used to advertise and to thecontent of the advertisement: although 40 per cent of companies surveyed saidthey always indicated in their employment advertisements that they are an equalopportunities employer, none of the organisations consulted with specificallyindicated in advertisements that they welcomed applications from immigrantworkers. For the most part, this was not seen as a barrier to recruiting immigrantsand in some organisations, including public sector organisations, there wasa perception that immigrants were being successfully recruited through the‘mainstream system’. Some public sector organisations, however, did note thatthey are not attracting immigrants in the numbers they would like and they areaware that the methods of advertising, and more significantly, the methods ofattracting immigrants would need to be addressed.52Issues and Challenges in the Recruitment and Selection of Immigrant Workers in Ireland
Outreaching to Immigrant Communities1 The Defence Forces have made a number of changes to theirrecruitment procedures in order to attract more applicants fromimmigrant communities. These have included changing educationalcriteria and citizenship criteria for recruitment to the Cadets.Most recently they have addressed the issue of direct outreach toimmigrant communities. The Equality and Diversity Officer of theDefence Forces has undertaken a series of consultations with peerled immigrant groups.2 Following the decision of the Department of Justice to remove theIrish Language requirement for the Garda Trainee role a numberof initiatives were introduced to encourage people from ethnicminorities to consider a career in An Garda Síochána. As well astargeted advertising, the NCCRI organised an information seminar,the Gardai organised open days at Templemore and the NCCRIin conjunction with the PAS organised a briefing session on theselection process. As a result of these initiatives, a significantnumber of candidates from minority ethnic groups applied for thepost of Garda Trainee, and a number have now graduated and areserving in the force.3.2.4 Application, Preliminary Screening & ShortlistingThere was again a considerable degree of standardization across largeorganisations consulted with in both the public and private sectors with regardto the application process. The most common approach used was to require thecandidate to complete an application form, sometimes accompanied by a CV.Among those surveyed, including large and small companies, 96 per cent requiredCVs while 31 per cent used application forms. Frequently, the application form canbe completed and submitted on-line, and guidelines are often provided to giveassistance to applicants in doing this. Most organisations consulted with weresatisfied that the application forms per se did not include anything that couldprejudice applications from immigrants: for example, in most cases the forms donot require information on nationality. A small number of surveyed employersindicated that they had made some changes to application forms when theybecame aware that some questions caused problems for immigrant applicants.53
Page 2: 2Issues and Challenges in the Recru
Page 7: Chapter 1Exploring the Recruitment
Page 10 and 11: persecution. Economic migrants enco
Page 12 and 13: • The third group is the so-calle
Page 14 and 15: • Green Cards, which have replace
Page 16 and 17: Employment Services (LES) although
Page 18 and 19: Unemployment is not the only issue
Page 20 and 21: Overall, both official statistics a
Page 22 and 23: issues from the perspective of thes
Page 24 and 25: and facilitate integration and, equ
Page 26 and 27: Chapter 2Looking for work in Irelan
Page 28 and 29: and longer term aspirations with th
Page 30 and 31: In terms of public sector 6 employm
Page 32 and 33: immigrant communities have come to
Page 34 and 35: on courses they do not want to do a
Page 36 and 37: 2.6.1 Communication issuesAmong the
Page 38 and 39: • There was also the view that Ir
Page 40 and 41: • Freedom of movement for the cit
Page 42 and 43: • what they see as the reluctance
Page 44 and 45: are employed. By the end of the sec
Page 46 and 47: large organisations are more likely
Page 48 and 49: other occupations such as youth wor
Page 50 and 51: at 24 per cent (and just 22 per cen
Page 54 and 55: In large volume recruitment campaig
Page 56 and 57: Innovation in the use of testsIrish
Page 58 and 59: 3.2.7 VettingThe vetting of candida
Page 60 and 61: that considered foreign workers to
Page 62 and 63: Chapter 4Conclusions and Discussion
Page 64 and 65: of recruitment should be more integ
Page 66 and 67: Table 4.1:Divergent views of Employ
Page 68 and 69: Perceive written andlanguage based
Page 70 and 71: as either a basis for determining e
Page 72 and 73: It is reasonable to assume that in
Page 74 and 75: Of more specific relevance to the c
Page 76 and 77: public sector employers) as well as
Page 78 and 79: BibliographyBarrett, A and Y McCart
Page 80: O’Connell, P and F McGinnity (200
Page 84: Public Appointments ServiceChapter

Issues and Challenges in the Recruitment and Selection of ...

Create successful ePaper yourself

Delete template?

Save as template?