There are about six ways that strengthen staffing. The first way is getting better at the finding a needle in the haystack. It has been very hard in searching for a qualified candidate. Companies have come with new technologies which help in identifying the most qualified applicants which reduces the number of the resumes to be reviewed. This will only be achieved if the company is able to conduct a fast search which will be very important in the future.
Another way is knocking on the new door in finding talent. The survey has shown that the employer plan is to rehire from other companies or make sure their employees delay their retirement. Another one is to embrace flexibility. It is stated that flexible working time was very important factor when deciding whether to be a temporary or a contract employee (Bechet 256). Another way is getting to know the candidates who are yours. The assessment tools are very important as they allow one to look ahead. Amazing this assessment tool is online to assess their talents, their skills and also motivation to do a new thing. (Bechet 278).
There is also another way which is thinking “Temp to hire”. This is when an employee is first taken temporary and then later is hired. More companies are using the temporary and contract workers as a staffing strategy to fill the targeted needs projects which are demanding for high skilled workers. There is also considering the outsourcing opinion. Employers need to depend on the new technologies, the new strategies and the new online tools to be ahead but for others they decide to use outsourcing.
Too old to work (summary two)
There are many people who are discriminated for their age. According to the federal government the age discrimination complaints filed with an equal employment opportunity commission are very many recently. Now it is bad time for age bias to be there. Those oldest workers likely to face the bias are the fastest growing part of the work force. Those who are fired also are willing to sue.
The secretary of labour found that age discrimination is a real problem because many than half of the jobs are not open to people above 55 of age. Old people are discriminated everywhere because many do not have an idea of what are their rights. (Pampel 134). It is very hard for these older workers to win. There is a powerful tool called disparate impact because many who have been discriminated could not have won without it.
Many of the judges have not liked the age discrimination lawsuits so courts haven’t seen the age bias. Some companies argue that they get rid of the expensive employees not the older ones. The worst age discrimination law is in the Supreme Court justices and these judges serve for life (Pampel 167). People should not be discriminated because afterwards the companies after being sued they lose millions of money. There should not be the stereotyping thinking about the old people.
The advocates for the older workers say that the process of improving age discrimination law should be there which will make it equal of the race, the sex and also religion. They want the congress to be involved also. The people who have been discriminated in the past want justice for their families. They are also the voices of those who will be discriminated in the future. Our senior management cannot discriminate the old people working in our company because there are some rules to be followed before one is hired and also fired. These rules should be followed by every company worldwide.
Work cited
Bechet, P. Thomas. Strategic Staffing: A Comprehensive System for Effective Workforce Planning. New York: AMACOM Mgmt Assn, 2008. Print.
Pampel, C. Fred. Rights of the Elderly. New York: Infobase Publishing, 2008. Print.
