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Case studies of the selection, interview and recruitment practices of 45 companies, using non-participatory overt observation and interviews of both line managers and personnel staff involved in the process.

Key Points

Personnel departments are considered to be a cost only and not instrumental in contributing towards income and profits; they are not ‘bread winners’, this leads them to become marginalised by line managers.

Personnel managers reinforce this marginalisation by leaving final recruitment decisions to line managers, and not rocking the boat for fear of their own prospects and being blamed for making the wrong choice.

The self perpetuated image of their departments being bread winners by line managers is reflected in their selection process; they recruit ‘bread winners’ legitimising their choice by reasoning that a bread winner is going to be a stable and motivated team member and usually white married 25 to 40 and male.

Skills or attributes that are seen as positive for male applicants are seen as negative for female applicants. 留学生论文https://www.51lunwen.org/

Selection and recruitment procedures introduced by personnel departments are seen as being a direct criticism of the line managers’ ability to recruit.

Personnel staff are often subordinate to line managers in the company hierarchy, those that do have status and power are too far removed from the branch geographically to impact on selection and recruitment processes or to monitor them closely.

Useful Detail, Examples etc

Some of the ways in which the non recruitment of women was rationalised:

‘I’m not sure that a woman could do it. I think there would be real problems …. asking a girl to carry some of this heavy kit’

‘ of course we have individuals who are prejudiced against women or colour, but we cant do anything about that’

‘You find that you don’t get the commitment from the girls. …. They only want to get on for the money because they want to get married’

‘…if the managers not committed I don’t feel it’s the right environment for a young lady to succeed’

In one company new female clerks were put on the filing rota because the manager thought they where more suited to this type of work, however the new male clerks where not as they might feel demeaned by this type of work.

Another company excluded the personnel manager from interviewing; their role was seen as placing job adverts and selecting interviewers from a list of line managers. 留学生论文https://www.51lunwen.org/

One case study witnessed an instance where 6 applicants were short listed for two positions, three women and three men. On a sliding table of applicants suitable qualifications the women made up the top three and had relevant experience. However the two least qualified candidates were chosen.

Assessment

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