Critical Thinking Essay (Essay Sample)

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Critical thinking essay
Internal recruitment occurs when an organization feels that it has some job vacancies and these positions cannot be filled with anyone from outside (Bechet 23). Every organization that decided to follow this way feels like it has the right persons within the organization that can end up filling the positions. Most of the time, this process is done through rigorous training that the potential candidates undergo before they are selected to fill up the new positions in the organization.
For internal recruitment to be a success there has to be internal media that can be used to advertise the internal vacancies (Bechet 30). For example the organization can decide to use the organizations intranets, an in house magazine that can be in the form of a weekly magazine that is devoted solely to the advertisement of vacancies in the organization.
The advantages of internal recruitment vary depending on its purpose. For instance internal recruitment can be used to retain employees or an employee that had plans of leaving. It can also be used to assist in employee growth and advancement and growth within an organization. In the long run it is cost effective to the organization because it is always cheaper and requires less training time for the full intergration of the new employee in the organizations system.
External recruitment on the other hand is when a company or an organization goes out of its way to fill in the vacant positions by looking for employees outside their already existing pool of employees. What actually impacts external recruitment is usually the searching of an employee with a specific skill that the company needs for it to run effectively (Burkholder and Preston, 98). A good example is when a company employs the use of information systems and communication systems in the company that were previously not being used. This will force the company to go out of its way and look for telecommunication engineers and specialist from all over to be able to manage and maintain the systems effectively.
This king of recruitment is usually carried out through the following strategies that are discussed below. To reach out to the larger majority of specific job seekers the company can be able to post the vacancy on newspaper classifieds and advertisement columns. Or the company can also post the jobs on social media like linked in which are professional social media that is used widely by job seekers. Another crude way of doing things is the referral of good prospective employees from the company’s employees. In a nut shell for external recruitment to be a success the company must chose a medium that it knows will enable it reach the most audience and they will have a variety of good applicants to choose from.
External recruitment is beneficial in the sense that almost all organizations are very keen when it comes to criticism about diversity in the organization and the staffing process. External recruitment is the only logical way that can be used to fight this problem of people claiming that a particular organization is biased in one way or the other. Also external recruitment exposes the company to new ideas. This can be achieved because bringing a new face in the organization brings new ideas from the previous organization where the individual was working for and this may impact change to the new organization as it may choose to adopt the new practices that have been brought by the new external staff.
For our case study The Tanglewood case study, the type of complaint is a formal complaint. The complaint first of all ought to be put in writing and the letter or email in text format is directed to the human resource director for looking into the matter. However there are restrictions to filing a complaint in any organization. The complaint should contain enough and detailed information about discrimination as the complaining party would want it to be addressed. In addition, the complaint should be made within 12 months that the incident of discrimination was reported. If a discrimination complaint is reported anytime later than 12 months, it is usually considered invalid (Caruth, Gail, and Stephaie 111).
The human resource director will be mandated to acknowledge that he received the complaint within the five working days in a week. Any acknowledgment that is done outside this threshold cannot be used as a basis for defending any complaint that is raised.
The director of the human resource after receiving and acknowledging the complaint will then be able to launch an investigating team that he will chose a random investigator that has no affiliations with the respondent and the complaint. This investigator will have the right to access the information of the different respondents and complaints that he or she are relevant for carrying out his investigations on the discrimination complains that were raised. According to Burkholder and Preston (45), the investigator usually reports to the director of human resource who appointed him in the first place.
Judging from the finding that the investigator will provide before the director of human resource, the director will be able to make a ruling. This will be based on the comparison of the discrimination complaints with the organization’s discrimination and harassment policy. If the finding holds, water then the director rules in the favor of the complaint.
The staffing decisions that were made in The Tanglewood case study ar...