Jennifer L. Black has a BA and an MS in psychology and has also completed master's-level coursework in criminal justice.
Recruitment and Socialization
Recruiting and socialization are both important steps in ensuring companies have the right people in place. There are different factors that can assist recruiters including strategic planning, succession planning, evaluating current employees, and keeping abreast of labor statistics (Jex & Britt, 2008). Applicants in turn evaluate companies to determine where they would fit best (Jex & Britt, 2008).
Once an applicant becomes an employee socialization must occur for them to become members of the organization, which may be more difficult for those from more diverse backgrounds (Jex & Britt, 2008).
Every employer, no matter what the field, level, or location must select the right employees to fill open positions. Recruiting potential applicants can be accomplished in a number of ways and certain factors can affect how successful those efforts are (Jex & Britt, 2008).
Recruiting is used to create a bench of potential applicants so that the best person for the job can be identified and hired (Jex & Britt, 2008). The best candidate is not only the most qualified, but also the best fit for the company, and most likely to remain long term (Jex & Britt, 2008).
Principles of Organizational Psychology and Recruitment
Most businesses include staffing in their strategic plan for the future, which is a good place to start when determining recruiting needs (Jex & Britt, 2008). Succession planning is another way companies can ensure they are prepared for future recruiting needs. (Jex & Britt, 2008). Knowing what employees may be moving on, promoted, or possibly terminated allows for focusing in on applicants with the skills needed to replace those that could be leaving soon (Jex & Britt, 2008). Another tool that can have positive effects on company morale involves evaluating current employees to see if they have any of the skills or abilities needed for open as well as upcoming positions (Jex & Britt, 2008).
Keeping up on trends in the labor force is also important (Jex & Britt, 2008). There are many trade journals, government agencies, and professional organizations that compile research statistics on the work force which can be utilized by recruiters to help get a better understanding of the availability of qualified workers in different specialties (Jex & Britt, 2008).
While companies are looking to recruit potential applicants, applicants are evaluating different companies to identify which company and position they feel they will be the best fit for them (Jex & Britt, 2008). Job seekers not only look at fit as far as job type and interest, but also as far as values, abilities, and personality (Jex & Britt, 2008). In a way, this assessment is similar to evaluating products one is considering buying (Jex & Britt, 2008). One way companies can ensure there is no confusion is to provide accurate information about the position, company, and working conditions (Jex & Britt, 2008).
Technology has changed the way people conduct a job search (Coombs, 2013). Most job searches are conducted online (Coombs, 2013). While job boards would seem to be the best choice of places to search for a job, two out of three searches conducted online start with a basic google search (Coombs, 2013). In some ways this could make it harder for smaller companies to attract quality applicants (Coombs, 2013).
Socialization is the process of evolving from an outsider or newcomer to a member (Jex & Britt, 2008). It involves not only learning the culture of the organization, but also learning the tasks necessary to do the job, gaining social knowledge of the organization, and getting along with everyone who works there (Jex & Britt, 2008). Developing a network of relationships with others already working within the organization can give newcomers social capital and speed up the socialization process (Fang, Duffy & Shaw, 2011).
Principles of Organizational Psychology and Socialization
While organizations focus on new employees completing certain stages of socialization, the new employees themselves view socialization through the process of getting to know and understand the new work environment member (Jex & Britt, 2008).
There are three stages newcomers go through while becoming socialized to a new work environment member (Jex & Britt, 2008). An applicant may experience anticipatory socialization during the process of being recruited member (Jex & Britt, 2008). As they learn about the company through the website, brochures, current employees, or even through internships or summer jobs individuals will determine if the company and job are a good fit member (Jex & Britt, 2008). Ensuring that an individual is qualified for the position and that his or her values coincides with that of the company is also important member (Jex & Britt, 2008).
Once hired an individual becomes a part of the organization and moves into the encounter stage member (Jex & Britt, 2008). This stage involves a more realistic view of the new job and company and could require extensive adjustment on part of the new employee member (Jex & Britt, 2008). During this stage roles are clarified, expectations are set, and any inconsistencies reconciled member (Jex & Britt, 2008).
The last stage is change and acquisitions which occurs when the new hire is considered a member (Jex & Britt, 2008). By this point a certain comfort level should be attained by the individual and they should be able to perform all required tasks and have a good understanding of the company culture member (Jex & Britt, 2008).
Some issues that can occur during the socialization process are because of diversity in the workforce. Through proper training, emphasizing performance, employee development programs, and establishing support networks to facilitate the socialization process for minorities, woman, and older workers these issues can be addressed and resolved (Jex & Britt, 2008).
Companies must recruit and hire individuals who are not only able to perform the job, but also fit in with the company’s culture (Jex & Britt, 2008). Applicants research companies as well to locate the right position for them (Jex & Britt, 2008). Socialization begins during the recruitment process and continues until employees feel as if they are a part of the company (Jex & Britt, 2008). Recruiters use strategic planning, succession planning, evaluation of current employees, as well as labor statistic to help determine future hiring needs (Jex & Britt, 2008).
All employees must go through the socialization process and while it may be more difficult for diverse employees to become socialized into some company cultures, training, development, and keeping the focus on performance can all assist in the socialization process (Jex & Britt, 2008).
Coombs, J. (2013). Technology Is Changing Nature of Recruiting, Job Searching. Retrieved from http://www.shrm.org/hrdisciplines/staffingmanagement/Articles/Pages/Changing-Nature-of-Recruiting.aspx
Fang, R., Duffy, M. K., & Shaw, J. D. (2011). Social Capital, Core Self-Evaluations, and Newcomer Adjustment. Retrieved form www.shrm.org/about/foundation/research/documents/duffy_shaw_fang%20final%20report%209-11.doc
Jex, S. M. & Britt, T. W. (2008). Organizational psychology: A scientist-practitioner approach (2nd ed.). Hoboken, NJ: Wiley. Retrieved from the University of Phoenix PSCYH/570—Organizational Psychology course website.
This content is accurate and true to the best of the author’s knowledge and is not meant to substitute for formal and individualized advice from a qualified professional.
sethiroy on March 02, 2020:
Recruitment process outsourcing is never one and done. It's more typical for RPO companies to work with their clients for several years, constantly improving their recruiting processes. Mayeux said that it's not about selling the client that a good job has been performed, but on managing a program and demonstrating the results that indicate that a good job has been performed.