Final answer:
The primary goal of the HR recruiting subfunction is to attract and select the best candidates for job openings, with emphasis on both skills and personality to ensure a good fit with the organization's culture. The process is also aimed at retaining employees and reducing hiring and firing rates. Professionalizing HR functions can help to reduce potential biases and ensure a more diversity-friendly hiring process.
Step-by-step explanation:
The main objective of the recruiting subfunction of the HR department is to identify and attract the best possible candidates for open positions within an organization. This involves advertising job openings, collecting and reviewing resumes, such as the case with Imani, shortlisting the best candidates, and coordinating with respective department managers to set up interviews. A strategic approach in this process aims to maximize the number of hirings and minimize firings, ensuring the organization maintains an optimal workforce size with professionals well-suited to their roles.
Personnel selection is a critical element in the recruitment process, where the goal is not only to find candidates with the necessary skills but also those with compatible personalities. Skills may be taught, but inherent personality traits are harder to change and can significantly impact team dynamics. Hence, recruitment strategies often prioritize a fit in company culture as much as technical prowess.
Professionalizing HR practices, such as the implementation of anti-discrimination measures, can also contribute to a fairer and more diverse hiring process. Larger organizations, in particular, might allocate more resources to recruitment, and therefore potentially mitigate biases better, as seen in Canadian research regarding discrimination against Asian-sounding names.