An Evaluation of Recruitment and Selection: Literature Review, GWR

This literature review examines the recruitment and selection processes within organizations, focusing on the significance of diversity and inclusion, particularly concerning the BAME workforce. It explores the limitations faced by employees due to their race, highlighting disparities in employment rates, promotion opportunities, and potential underemployment. The review emphasizes the benefits of a diverse workforce, including increased productivity, access to varied skills and perspectives, enhanced creativity, and improved problem-solving capabilities. It further analyzes strategies for employee retention within a diverse workforce, stressing the importance of addressing biases, fostering an inclusive environment, and creating opportunities for employee growth and motivation. The study also identifies methods for attracting a greater number of BAME applicants, such as demonstrating a clear commitment to inclusion and tailoring job criteria to meet the needs of this demographic. The overall aim is to understand recruitment and selection practices based on diversity and inclusion to enhance strategies for improving the BAME workforce.

Running head: LITERATURE REVIEW
Literature review
Name of the Student
Name of the University
Author’s Note

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LITERATURE REVIEW
1. Literature review
1.1 Recruitment and selection process
Recruitment is defined as one of the procedures that helps in attracting, selecting as well
as shortlisting suitable candidates for jobs within the organization. It is found that recruitment
can also helps in referring procedures that are mainly involved in selecting individuals for
various unpaid roles. On the other hand, it is stated by Sharma et al. (2017) that selection
procedure is referred as one of the procedures of selection as well as shortlisting the right number
of candidates with proper qualification as well as skills that are mainly set for filling the
vacancies within the organization.
It is opined by Wahab and Jaafar (2018) that BAME is a term that is used in UK that
helps in referring Asian as well as other minority people. It is found that job recruitment as well
as selection should not be done based on BAME as this procedure is not helpful for the
organization to achieve success rather the organization loses the chance to test some more
talented workers for their organization who can be able to perform better and can be able to take
organization to another level (Livesey 2019). In addition to this, other issues including improper
communication, difficulty in building proper team bond as well as failure of creating proper
working environment generally impacts the organizational success negatively (Majumdar and
Sarbah-Yalley 2019).
According to Tran (2017), the recruitment as well as selection procedure within the
organization can get improved by diversifying as well as redefining the job needs. One of the
recent surveys that is is undertaken by the society of HRM identified that around 57% of the
recruiters reflect that their talent acquisition strategies are generally designed for attracting
diverse candidate irrespective of caste, colour and creed. The rise in the percentage of diversity

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within the organization are mainly related with the collaborative as well as team-based structure
of the various modern organization and it clearly reflects that the organizations who are able to
recruit as well as select diverse workforce then they generally have clear competitive advantage
within the market (Roberson 2019). Furthermore, it is found that by recruiting as well as
selecting professionals from a number of backgrounds at different levels of the seniority reflects
that the business can be able to access to a wide variety of viewpoints as well as perspectives.
The companies that select from diverse workforce have high percentage of performance in
comparison to the companies that do not have diverse workforce.
1.2 Limitations of employees because of their race
It is stated by Ng and Sears (2018) that 14% of the population of UK are generally from
BAME background and they generally make up to 10% of the entire workforce. The
employment rate for the different ethnic minorities id around 62.8% as compared to 75.6% for
the white people. Additionally, it is found that higher promotion of the people from BAME
background are generally paid much lower. The BAME employees generally helps in
representing around 6% of the total management positions and it is analyzed that there was no
change within the ethnicity of the top management position from the year 2002 to the year 2017.
In addition to this, BAME faces underemployment issues and therefore they generally work
more hours as compared to the whites (Davis, Frolova and Callahan 2016). The research which
is conducted by the Deakin University generally reviewed more than 300 studies which generally
estimates the exposure of the employees towards racism and it is found that it mainly accounted
for around 3% loss in average gross domestic product in Australia. Furthermore, it is analyzed
that there was a direct as well as proper association between racism as well as the range of
mental illness including anxiety as well as depression (Anglim et al. 2019). The impact of

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exposure related to racism within the workplace was quite substantial that further affects the
health as well as career outcomes of person.
According to Cui et al. (2018), discriminatory practices because of race generally helps
in affecting job satisfaction of the employees. It is found that promotions, bonuses as well as
benefits needs to be awarded as per the performance and qualification of the candidates but if the
employees finds that promotions are being done based on their race and colour or other
discriminatory factors then the drive of performing best within the organization gets impacted
negatively. It is stated by Rahnu et al. (2019) that the employees who always observer
discrimination on the basis of their race will be more likely to leave their job and as a result the
turnover of the organization increases. If the company have high voluntary turnover then it
generally means that the organization is losing competent as well as skilled workers who could
have improve the business performance quite effectively. Moreover, it is identified that
recruiting as well as training are found to be costly for the organization and it further affects
productivity. Furthermore, discriminatory practices generally affect the reputation of the
company within the community that it generally serves (Bursell and Jansson 2018). It is found
that discrimination based on race generally helps in affecting the clients directly if the company
helps in providing inferior service.
1.3 Exploring benefit of a diverse workforce
According to Al-Jenaibi (2017), workforce diversity generally helps in bringing both
productivity as well as competitive advantage within the workplace and it further helps in
enhancing the morale of the employees and increase their desire to work much more efficiently
as well as effectively. As per the Australian report, workplace cultural diversity as well as
productivity are closely related with each other however the potential benefits can only be

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identified if the organization generally helps in fostering proper conducive atmosphere for the
diverse organizational workforce. It is stated by Meyers and Vallas (2016) individuals from
different race and different background can be able to offer proper selection of talents,
experiences as well as skills that generally may benefit the organization and their work
performance quite effectively. It is found that some of the crossover skills are found to be
beneficial when it generally comes to assist each other as it very much important to hire people
with proper skills so that they can get fit within the organization as per their roles.
It is opined by Phillips et al. (2016) that diversity is considered beneficial for both the
employers as well as associates. Although the associates are quite interdependent on the
workplace then it will generally respect individual differences which further can be helpful in
enhancing productivity. Moreover, it is found that the diversity within the workplace with further
helpful in reducing lawsuits and increasing a number of marketing opportunities, creativity,
business image. When flexibility as well as creativity are considered as the key to
competitiveness then diversity is considered to be quite critical for achieving success within the
organization (Hawkins 2017). Moreover, diversity within the workplace generally leads to
enhanced creativity as people with different backgrounds generally tend to have different types
of experiences and thus with different types of perspectives.
According to Livesey (2019), Josh Bersin’s research reflects that companies that have
diverse workplace are more likely to be one of the innovative leaders within the market. Within
the diverse workplace, the employees get exposed to a number of perspective as well as
worldviews and when a number of perspectives generally combine then they generally come
together in a very much novel ways that further helps in opening doors for innovation. The
companies that have higher diversity within the workplace generally assists in solving business

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related problems as well as issues quite faster (Wahab and Jaafar 2018). It is identified by that
Harvard business review generally identified diverse team who can be able solve a number of
problems quite cognitively and it is found that the employees who have diverse backgrounds
generally have different views as well as experiences which will further be able to bring a
number of diverse solutions. Additionally, the decision making within the workplace is also
dependent on the diversity of the workplace quite effectively.
1.4 Strategizing on employee retention on the diverse workforce
According to Tran (2017), many organizations generally increases their diversity with
the help of hiring procedure and this is mainly done by taking the initiative to seek, interview as
well as hire a huge number of candidates by properly expanding the potential, innovative
capacity as well as the creativity of the entire workplace. It is found that diverse hiring procedure
within the workplace does not always provide improved retention of the employees. Some of the
organizations generally through much of their effort by changing the hiring as well as
recruitment guidelines but they further fail to properly address the microaggression as well as
various types if institutional biases that generally helps in shaping the culture of the company
quite effectively (Roberson 2019). It is quite necessary for the entire organization to do proper
job by effectively applying different types of principles as well as enthusiasm of diverse hiring-
based guidelines to each of the facet of the employee’s experience. This further helps in
reflecting proper definition as well as prioritization of project goals within the company by
getting the managers as well as leaders involved within hiring on board by properly crafting
diversity as well as inclusion as the important core principles for the entire organization.
It is stated by Davis et al. (2016) that some part of the disconnected organizations
generally encounter with diverse workplace after the entire procedure of hiring occurs as they

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generally fail to properly understand how diversity is different from the procedure of inclusion. It
is found that diversity mainly deals with different types of characteristics which are found to be
quite inherent to each of the employee including gender, age, race whereas inclusion helps in
tackling different types of lived experiences of the workers for brining day to day work and hoe
those experiences will generally be valued welcomed as well as accepted. It is quite necessary
for the leaders of the organization to properly embrace inclusion if they generally want to curtail
the turnover of the employees and generally wants to empower people.
It is opined by Anglim et al. (2019) that some of degree of turnover within the
organization are inevitable but the retention of the employees generally depends on the
environment where people want proper stability as well as opportunity for thriving. It is analyzed
that acknowledge as well as overcoming the biases within the working environment further helps
in creating proper culture. It is necessary to create opportunities for the employees so that the
employees can get motivated and work honestly and as a result high retention will be achieved.
1.5 Methods used for increasing applicants from BAME workforce
According to (Livesey (2019), it is necessary to create a clear as well as demonstrable
internal commitment for having an inclusive workplace within the organization. This generally
start at the top of the organization and generally needs to be properly driven so that everyone can
be able to understand such that they are committed to proper cultural values as well as beliefs
that includes proper inclusive culture (Roberson 2019). It is necessary to research what the
BAME applicants generally wants from the organization and if the job criteria are made based on
their needs then a greater number of BAME workforce can be attracted towards the organization.
It is stated by Tran (2017), the rights of BAME will be reserved in the organization and it
must be ensured by the organization for attracting a greater number of BAME applicants. In

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addition to this, reverse mentoring is one of the techniques that is found to be quite beneficial for
building proper rapport about different types of approaches quite effectively. Moreover, reverse
mentoring can generally break down the walls for giving proper vision within the business.
Additionally, proper laws and regulation must be imposed by the organization for avoiding
discrimination and strict against the individuals who are involved in discrimination.

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