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

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that considered foreign workers to be just part of the normal recruitment intakeand were therefore not any more focused on retaining them over and above anyother employee.Nonetheless a number of supports were put in place to assist immigrants in theworkforce, for example:• Ace Auto Body operates a buddy system whereby each immigrant recruitis appointed a fellow worker to help with work and non-work issues (forexample, opening bank accounts etc).• Several employers securing the services of English language tutors toprovide classes in the workplace.• Temple Street Children’s Hospital sought the support of the SIPTU tradeunion to help conduct conflict resolution workshops and addressproblems arising in the workforce.• Microsoft provides cultural training workshops for both employees andtheir spouses, the objective of which is to help both workers and familymembers settle in Ireland. They have evaluated the workshops and madechanges based on employee feedback.• Temple Street Children’s Hospital actively supports immigrant employeesto apply for better posts within the hospital thus providing a careerpathway.• Several companies provided induction for all workers without any specificelements for immigrants, while one noted that its overall diversity policieswere very good and therefore no additional measures were required.In relation to advancement, very few of the companies consulted with had specialprogrammes or interventions to facilitate the advancement of immigrants, but allwere of the view that there were no barriers to their advancement and that therewere numerous examples of immigrants having been promoted.3.4 ConclusionIn general, employers consider the recruitment process to be robust, demandingand difficult to get through, and that this is the case for Irish workers andimmigrant workers alike. They also perceive that it is essential that the robustnessof the process is maintained in order to retain the high standard of employee /60Issues and Challenges in the Recruitment and Selection of Immigrant Workers in Ireland
productivity / customer service etc. With the exception of PAS who monitortheir recruitment process for equality, none of the employers consulted with hadaudited their recruitment process with respect to immigrants, although somehad modified elements of it when they perceived a specific difficulty arising.Overall, there was a general willingness among employers to make changes toaccommodate immigrant workers, and this was frequently related to a desire topromote diversity within the workplace. Some organisations however did notperceive any need for this.61
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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 52 and 53: Other mechanisms to recruit foreign
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 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
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