Leadership and Management: Recruitment, Bias, Rewards, and Engagement

This article discusses various strategies for recruitment, dealing with unconscious bias, reward systems, and employee engagement in City Central. It covers recruitment strategies such as mobile platforms, social media recruitment, recruitment drives, images, and employee referral programs. It also discusses strategies for dealing with unconscious bias in the selection process, such as blind recruitment, diverse interview panels, and D&I training. Additionally, it covers reward systems such as rewards according to performance standards, offering unique rewards, recognising large and small achievements, and investing in personal development. Finally, it discusses strategies for encouraging employee engagement, such as communicating regularly, recognising good work, and allowing for honest feedback.

Leadership and Management

Table of Contents
INTRODUCTION...........................................................................................................................3
Recruitment Strategies that attracts Diverse team to City Centre....................................................3
Recruitment Strategies that deals with unconscious bias in Selection Process...............................4
Reward System for satisfying diverse mix of individual needs.......................................................5
Strategies for encouraging employee engagement at City Central .................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
The Project is based on leadership and management in which the recruitment strategies
that helps in attracting diverse team at City Central is determined including the reward system
that satisfies diverse mix of individual needs are also explained. City Central is a conference
centre that is in one of the city of Europe. The Conference centre has a capacity to handle large
scale exhibition and also have seating capacity of approx 1200. They are focusing on attracting
and retaining talent employees in order to gain competitive advantage in Market. City Centre is
also planning to hire four graduates on their management trainee schemes in 2021.
Recruitment Strategies that attracts Diverse team to City Centre
There are various recruitment strategies that helps in attracting diverse teams to City
Centre. Through these strategies, City Centre can attract talented and highly skilled employees
who can contribute their best in making business successful (Jia and et. al., 2018). The Few
strategies for recruitment are using mobile platforms, social media recruitment, recruitment
drives, images, Employee referral programs, etc.
Recruitment Drives is one of the recruitment strategies that can be used by City Centre
in order to attract top talents for the Interview. City Centre must Organise recruitment drive in
order to invite the candidate and identify the suitable employee for the Conference Centre. In
recruitment drive, HR of City Centre will evaluate large number of applicants and ask question
related to their skills and expertise. Conference Centre can start the drive by defining the role of
vacant job position, attracting applicants, managing selection process and making employment
offer.
Social Media recruitment is another recruitment strategies that helps in attracting large
number of candidate for giving interview in City Centre. It is important for the City Centre to
create page on different social media sites so that they can find talented employees for their
Conference (Ling and et. al., 2018). There are various social media platform on which City
Centre can create their page and avail the information of pool of employees such as LinkedIn,
Facebook and Twitter. Through social media recruitment City Centre can interact with candidate
directly and also participate in right conversation as it involve every employee and help
recruiters to increase their social media presence.

Employee referral program is also a recruitment strategies through which City Centre
can attract highly skilled employees who can give their productive outcomes in increasing the
image and value of Conference Centre. Conference Centre can take reference from their current
employees in order to fill the vacant job position. The main purpose of employee referral
program is to encourage current employees so that they can recommend the name of suitable
candidate. City Centre can save their time and money by receiving qualified employees in
Conference Centre.
Recruitment Strategies that deals with unconscious bias in Selection Process
It is important for recruiter to hire candidate without showing bias as it create an impact
on the career of candidate. There are few recruitment strategies that helps in dealing with
unconscious bias in selection process are as follows:
Blind Recruitment is one of the recruitment strategies that deals with unconscious bias
in selection process. It is a process through which City Centre can hire employees on the basis of
their merit rather than focusing on identification details of candidate. The Recruiter can hire
applicant on the basis of skills and experience without making any biased decision. Mostly
companies use blind recruitment strategy in order to remove bias decision in hiring process. City
Centre can implement Blind recruitment strategy by removing personal information from
employees application.
Diverse Interview Panel is another strategy that can be used by City Centre in order to
remove the biased decision while selecting candidate. Conference Centre can organise diverse
interview panel by involving different people for taking the interview (Abbasi and et. al., 2020).
In Diverse interview panel, City Centre has to focus on removing same people for taking
interview so that they other people can also take experience of interviewing. The Panel must
include 2-3 recruiter for hiring process as if there is a large panel it can be unwieldy.
D&I training is also a strategy through which City Centre can reduce the unconscious
bias in selection process. The training helps in building diverse team and promotes the positive
workplace so that they can help in making successful career of the employees. D&I stands for
Diversity and Inclusion which is an effective approach to meet the expectation of candidates and
connect with them in order to maintain healthy relations. The Diverse team can contributes their
best efforts and perform better by giving productive outcomes.

Reward System for satisfying diverse mix of individual needs
For getting successful in Market it is important to satisfy the need and demand of
employees then only they contributes their efforts in making business successful. The Employees
must be highly motivated while working as if they are unmotivated they can't perform better in
Organisation. There are various reward system for satisfying the diverse mix of individual needs
such as :
Rewards according to Performance Standard is the reward system which must be
implemented by City Centre in order to satisfy the diverse mix of individual needs. It is
important for conference centre to align the rewards and recognition with the performance of
employees. By tieing rewards to performance standard, City centre can make employee
understand that their productivity and behaviour can influence the performance and outcomes of
business (Divrak, 2020). They can also identify the participation level of employees and provide
reward benefits according to their performance in Business.
Offer Unique Reward is another reward system that must be implemented by Centre
Centre in order to satisfy the diverse mix of individual needs. By offering unique reward to
employees helps in motivating and boosting their morale so that they can work smarter and
harder. The Unique reward must be different and attracts employees so that they can perform
well in effective and efficient manner in City Centre.
Recognise Large and Small achievement is also a reward system that can help in
satisfying the needs of employees in City Centre. The Employees get motivated when their
performance and efficiency are recognised by manager. City Centre must celebrate the big wins
of their employees by offering appraisal, perks, appreciation and recognition in Centre (Soder,
de Dios and Potts, 2016). Through recognising large and small achievement of staff makes them
feel supported and motivated due to which their productivity get boost.
Investing in Personal Development of Employees is a reward system through which
City Centre can fulfil the needs of individual. City Centre must focus on investing in personal
development of employees by providing them training opportunity through which their skills,
knowledge and competencies can be improved. By gaining knowledge professional career of
employee get improved and their quality of work also get increased.

Strategies for encouraging employee engagement at City Central
The Employee engagement is important for the Organisation in order to make them feel
passionate about their work in City Centre. There are various strategies for encouraging the
employee engagement at City Centre they are as follows:
Communicating Regularly is one of the strategies through which they can encourage
employee engagement at City Centre. The Manager of Conference Centre must ensure that there
must be regular and frequent communication with employees so that they can share their
opinions and issues which they face while working in Conference. The Manager must provide
day to day information to employees so that they get well aware of the functioning of activities
in Conference Centre (Nienaber and Martins, 2020). Proper flow of communication helps in
building strong relationship between manager and employee.
Recognise Good work is another strategies that helps in encouraging the employee
engagement at City Centre. The Manager of City Centre must recognise the efforts and good
work of their employees so that they can feel valuable and recognised in Centre. By focusing on
the efforts and performance of employees heir morale and productivity level also get increased
due to which they give best output in increasing the reputation of City Centre in Market.
Allow for Honest Feedback is also a strategy through which manager can encourage
employee engagement at City Centre. It is important to allow the honest feedback of employees
so that City Centre can know the elements in which they are lacking (Padhi, Panda and Kumar,
2015). They must focus on creating a platform that enables staff to share their opinion and ask
their doubts while working. City Centre must also use the employee's feedback in order to
improve their way of working.
CONCLUSION
From the above information it is being concluded that recruitment is a process of inviting
the candidate and identify the suitable person for filling the vacant job position. There are several
recruitment strategies through which City Centre can attract and retain the employees. It is
necessary for the recruiter to hire top talent that can put their efforts in producing innovative and
unique ideas for leading in Market.

REFERENCES
Books and Journals
Abbasi, S. G and et. al., 2020. Examining the relationship between recruitment & selection
practices and business growth: An exploratory study. Journal of Public Affairs,
p.e2438.
Divrak, D. D., 2020. Reward System: A Guide For Wellness. Advances in mind-body
medicine. 34(1). pp.4-7.
Jia, Q and et. al., 2018, June. A conceptual artificial intelligence application framework in
human resource management. In Proceedings of the International Conference on
Electronic Business (pp. 106-114).
Ling, F. Y. Y and et. al., 2018. Human resource management practices to improve project
managers’ job satisfaction. Engineering, Construction and Architectural Management.
Nienaber, H. and Martins, N., 2020. Exploratory study: Determine which dimensions enhance
the levels of employee engagement to improve organisational effectiveness. The TQM
Journal.
Padhi, B., Panda, D. and Kumar, A., 2015. A study on employee engagement models for
sustainability of organisation. Padhi, B. and Panda, AK (2015)." A Study on Employee
Engagement Models for Sustainability of Organisation". International Journal of
Research and Development-A Management Review (IJRDMR). 4(4). pp.79-85.
Soder, H. E., de Dios, C. and Potts, G. F., 2016. The role of the neural reward system in attention
selection. NeuroReport. 27(10). pp.787-790.