On Dealing With The Premiss That The Practice Of Recruitment And Selection Is A

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Term Paper Title	On Dealing With The Premiss That The Practice Of Recruitment And Selection Is A
# of Words	3115
# of Pages (250 words per page double spaced)	12.46

On dealing with the premiss that the practice of recruitment and selection is a long
     way from the recommendations of personnel textbooks, distinction must be taken into
     account between explicit recommendations and guidelines, on one hand, and, on the other,
     implicit suggestions stemming from the author’s own stance. The implications of distancing
     from, or identification with, such explicit recommendations and implicit suggestions will be
     viewed in this paper as well as forms of overt and covert resistance, or adhesion, assumed
     in actual practice. Also central to the argument is what the whole issue means in terms of
     both existing problems and potential future problems for the employer and the candidate,
     for organizational management, the labour market and macro-economic welfare and
     progress in general.
     Employment decisions have traditionally been regarded as a privilege exclusive to
     management. Many of the US personnel textbooks emphasize this aspect and describe the
     process in terms of ‘hurdles over which prospective employees have to try to leap to avoid
     rejection’ (Torrington and Hall, 1991:283). In the UK recruitment and selection is an issue
     which has in the past kept a low profile in personnel textbooks, though the trend has
     changed (e.g., Torrington and Hall, 1991, Keith Sisson, 1994), which appears to point out
     to an evolution from the paternalistic perspective according to which recruitment tends to be
     dominantly viewed from the angle of providing candidates for the selector to judge.
     Recommendations are being made with respect to the various stages of the process of
     recruitment and selection, from approaching and seeking to interest potential candidates to
     determining whether to appoint any of them. Codes of practice and guidelines for their
     implementation have been produced with emphasis on different aspects, e.g., on recruitment
     starting with a job description and person specification, by IPM; on fair and efficient
     selection, by EOC (1986); on avoidance of sex bias in selection testing, by EOC (1992);
     on avoidance of improper discrimination, by ACAS (1981) and negative bias against age,
     by IPM (1993); on non-discriminatory advertising, by CRE and EOC (1977, 1985); and
     on the use of cognitive and psychometric tests, by IPM and BPS (1993).
     1.

     Moreover, legislation promoting equality of opportunity has unde...

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