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

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Table 4.1:Divergent views of Employers and Immigrants on the RecruitmentProcessViews of Immigrantjob seekersElementsof theRecruitment/SelectionProcessPractice and views ofemployersFeel it is frequentlyunclear what the jobrequires, particularly lessspecialized jobs.Uncertainty abouteligibility existsparticularly with regardto qualifications.JobdescriptionFeel that formal jobdescriptions makes itclear to applicants what isinvolved and should assistimmigrants applicantsto determine if they arequalified.Limited advertisingavenues are usedespecially immigrantspecific avenues.Often not clear if theirapplications are welcome.AdvertisingImmigrant specificavenues are rarelyused but the dominantperception is thatmainstream channels aresufficient for attractingimmigrants.Believe that advertisedjobs are sometimesalready filled.Rarely indicate that jobsare open to immigrantapplicants.Rarely indicate thatequality policies extend toimmigrants.Express difficulties withon-line applications.Frequently requireassistance in preparingCVs, completingapplication etc.ApplicationChanges to applicationforms have been madeto accommodateimmigrants.Employers agree thatpoorly presented CVsare an impediment forimmigrants.66Issues and Challenges in the Recruitment and Selection of Immigrant Workers in Ireland
Strong perceptionsthat immigrants aredeliberately screenedout both at initial andsubsequent screeningstages.Screening/Short-listingInitial screening based oneligibility criteria.Subsequently shortlistinginfluenced bystrong pressure to reducenumbers.Feel that many employershave a requirement forIrish references and Irishwork experience, and thatwork experience outsideof Ireland is given littleconsideration.Employers are adamantthat no anti-immigrantbias is operating, butsome agreement that thebasis of screening outmay be quite spurious.Mixed views wereexpressed from employerson the need for Irishexperience and references,but the majority indicatedthey did not select orshortlist on this basis.Perception that employersunderestimate thedifficulties for immigrantsat interview.View that culturaldifferences inpresentation /performance at interviewcan limit the applicantschances.InterviewingEmployers generallyshowed an appreciationof the difficultiesexperienced byimmigrants at interview.Larger companiesfrequently traininterview panels but notalways in inter-culturalinterviewing.Perception thatlanguage and verbalcommunication are veryimportant, but culturalnorms less so.67
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2Issues and Challenges in the Recru
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Chapter 1Exploring the Recruitment
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persecution. Economic migrants enco
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• The third group is the so-calle
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• 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 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 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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