Running head: RECRUITMENT 1 RECRUITMENT 9 Assignment: MINI research paper draft 1 This paper discusses the process of recruitment and how it has changed over the years. With organizations now facing nontraditional forces such as globalize and technology changes, the process of recruitment has become imperative that for managers to update their strategies. Recruitment is key to determining the caliber of employees which translates to the productivity level. Today, organizations must update the recruitment process, which is a critical human resource function, to align with changing dynamics of the business world. *Great introduction paragraph. This could be integrated into the synthesized reflection to help elaborate on your other ideas. Article summary 1 In, “Gaming the System to Boost Recruiting”, Sarah Fisher Gale (2017), investigates whether the gaming strategy adopted by Unilever does minimizes bias in the recruitment processes. In September 2016, the company announced that the gaming strategy will would implement a digital recruitment program which will would use gamification. According to the chief HR officer, Leena Nair, targets (what/who targets 250,000…) 250,000 graduate applicants who will participate in video interviews and other gaming activities. Gale quotes Kyle Laguna, an analyst for IDC who states, that the system is not as basic as playing games but rather borrowing gaming strategies in to apply in cases. Unilever is, however, is not the only company to adopt this system as successful companies such as Google, Mariott, Uber and Deloitte also use the gaming strategy. The companies’ objectives is to enhance brand positioning, increase employee involvement and save potential employee vetting time. In terms of how to work, Gale explains that candidates play games which give Unilever a the skills and abilities profile not found in the CV. Also, the games will show the employees’ ability to adapt the culture. Companies are no longer just focused on skills and experience (Maurer, 2016). The author asserts that bias is not limited to race or gender but also to our educational background. Gale concludes that as much as the digital tools help eliminate bias, managers still need to curb their personal prejudices. *Does this article explain exactly what gamification is? Such as the process and what you can do with the results. Article summary 2 In, “New Executives realize Productivity Goes Beyond the Bottom Line”, Chris Swan (2016), provides insight on how top organizational leaders can lead by example. Swan asserts that when hired into a company one must develop an effective plan of action and gives one the chance to st ...

1. Running head: RECRUITMENT
1
RECRUITMENT
9
Assignment: MINI research paper draft 1
This paper discusses the process of recruitment and how
it has changed over the years. With organizations now facing
nontraditional forces such as globalize and technology changes,
the process of recruitment has become imperative that for
managers to update their strategies. Recruitment is key to
determining the caliber of employees which translates to the
productivity level.
Today, organizations must update the recruitment
process, which is a critical human resource function, to align
with changing dynamics of the business world.

2. *Great introduction paragraph. This could be integrated into the
synthesized reflection to help elaborate on your other ideas.
Article summary 1
In, “Gaming the System to Boost Recruiting”, Sarah
Fisher Gale (2017), investigates whether the gaming strategy
adopted by Unilever does minimizes bias in the recruitment
processes. In September 2016, the company announced that the
gaming strategy will would implement a digital recruitment
program which will would use gamification. According to the
chief HR officer, Leena Nair, targets (what/who targets
250,000…) 250,000 graduate applicants who will participate in
video interviews and other gaming activities. Gale quotes Kyle
Laguna, an analyst for IDC who states, that the system is not as
basic as playing games but rather borrowing gaming strategies
in to apply in cases.
Unilever is, however, is not the only company to adopt
this system as successful companies such as Google, Mariott,
Uber and Deloitte also use the gaming strategy. The companies’
objectives is to enhance brand positioning, increase employee
involvement and save potential employee vetting time. In terms
of how to work, Gale explains that candidates play games which
give Unilever a the skills and abilities profile not found in the
CV. Also, the games will show the employees’ ability to adapt
the culture. Companies are no longer just focused on skills and
experience (Maurer, 2016). The author asserts that bias is not
limited to race or gender but also to our educational
background. Gale concludes that as much as the digital tools
help eliminate bias, managers still need to curb their personal
prejudices.
*Does this article explain exactly what gamification is? Such as
the process and what you can do with the results.
Article summary 2
In, “New Executives realize Productivity Goes Beyond
the Bottom Line”, Chris Swan (2016), provides insight on how

3. top organizational leaders can lead by example. Swan asserts
that when hired into a company one must develop an effective
plan of action and gives one the chance to strengthen their
reputation with other employees.
Swan introduces the TOP performer which should be
the ultimate goal of every recruit, which seeks to determine past
and present success of the candidate and whether they have a
vision. For a TOP leader, Gale explains that it involves the need
to follow ethical and honest issues. Therefore leaders must have
stories that illuminate strengths, undermines weaknesses and
makes them appear real. High levels of performance and
integration capabilities are the needs of hiring managers.
Gale adds that a leader must also be altruistic with
qualities such as courtesy and politeness. Also, Gale advises
that for a leader to be the TOP candidate, he or she must
manages time, listen better, make good decisions, to be honest,
to be dedicated, takes up opportunities and make effective
plans.
Article summary 3
Nicholaus, Garcia (2016) reports in the article, “Women
Still on the Outside Looking Into the C-Suite” on a gender
equality issue that women are still few in C-suite positions.
This is based on study, of 1000 companies, by Korn Ferry, a
global executive search firm in America. The study reported
that only 24% of those in high management positions are
women. Also, the research indicated that women in life science
top positions were less than 1 percent while in the consumer
industry they made up 9%.
*what is “C-suite”?
One outstanding fact was that most of the women were
in HR positions and that such as female managers, were more
skilled in CHRO which involves multitasking, collaboration,
and negotiation. According to Garcia, Melissa Lamson, CEO of
Lamson Consulting, believes that if more focus is given to the
critical skills (add examples of critical skills) then women will
be propelled in their careers. With Korn Ferry’s managing

4. principal emphasizes that gender equality in top positions will
lead to high productivity. The key barrier, according to Bryan
Proctor a leader at Korn Ferry, is due to minimal opportunities
for women to showcase skills in leadership responsibilities.
Another barrier is that women have downplayed
networking as compared to men who spend 80% of their time
working and 20% at socializing as explained by Lamson. This
eliminates the benefits of face-to-face communication and its
accompanying benefits.
Synthesized reflection
Recruitment is core to the operational structure of an
organization involving the hiring, training and orientation
activities. The key purpose of this function is to successfully
integrate employees into the company culture, which is integral
to its corporate pillars and visions. The role of recruitment,
however, further extends into other functions that employees are
delegated and their performance levels. According to Swan
(2016), “after landing a new executive-level position, it is time
to think about the best strategy for getting the work done”
(para.1). (Add a thesis at the end of the introduction paragraph
so the rest of the paragraphs are organized with set topics. A
thesis would make your topic and all of the ideas much more
clear!)
Hiring managers are expected to display a high level of
competency in recruitment since they have the key role of
promoting the company’s objectives, goals and values. They
should to therefore be educated and be fully engaged in the
process. This also makes them have a high sense of
responsibility in managing their functions.
Apart from the obligation that hiring managers must
have the right skills and responsibilities, the hiring managers
also face the challenge of diversity in the work place. Despite
the fact that there are existing employment law which pave the
way for employees to work in a conducive productive and safe

5. environment, companies mostly face bias issues. Technology
has made the recruitment process more equitable and
transparent. High performing companies are increasingly
adopting this policy. According to Gale (2017) top performing
companies such as Unilever, Google and Uber have adopted it
so as to foster time saving in vetting, strengthening brand and
increasing employee engagement. Even though technology has
made strides in advancing the recruitment process, a more
personalized approach is relevant. (what exactly is the
personalized approach?) This allows the managers to see the
real potential employee and not from behind the screen. “But
technology alone, no matter how fun or engaging, will not solve
the entire problem of bias, Lagunas said” (Gale, 2017, para.14)
(add another sentence elaborating how this quote is relevant to
diversity/bias).
Another issue is gender differences in senior positions
which drive the vision and success of a company. This is a
definite fact that organizations face turbulent market conditions
which demand for flexible and problem-solving employees. This
implies that there is an urgent need of a wide pool of talent and
skills to create a robust operation. Both men and women are
important and should be judged by their merit rather than their
gender disposition. However a lot of research reports that
women tend to make a very small number in top positions. This
is a concern since in the 21st century more women are going to
school and pursuing career goals. According to the Korn Ferry
study only 24% of women are in managerial positions and even
then there are not evenly spread out in those positions (Garcia,
2016). However, women tend to contribute to this (what is
“this”) because they are not sufficiently active and culture is a
key contributor.
Gender issues, technology and performance level form
the tenets of recruitment among many other issues. And As the
world is rapidly progressing so should recruitment in terms of
adaptability and sustainability. Today is unlike the older eras in
which the HR function was made up of basic duties such as

6. preparing payroll lists. Add why today is different than the past
HR functions. The HR function just needs a great leader to
integrate all the relevant aspects and create a platform of high
performance. And women should also be at the forefront in
order to have an impact because the function needs to work
together.
References
Garcia, N. (2016). Women Still on the Outside Looking Into the
C-Suite. Retrieved from
http://www.workeforce.com/2016/09/12/women/slowly-
growing-c-suite -roles/
Gale, S.F. (2017).Gaming the System to Boost Recruiting.
Retrieved from http://www.workeforce.com/2017/01/17/gaming-
system-bost-recruiting/
Maurer, R. (2016). 5 Recruiting Trends for 2016. Retrieved
from https://www.shrm.org/resourcesandtools/hr-topics/talent-
acquisition/pages/5-recruiting-trends-2016.aspx
Swan, C. (2016).New Executives realize Productivity Goes
Beyond the Bottom Line. Retrieved from
http://www.workeforce.com/2016/11/17/news-executives-
realize-prodcutivity-goes-beyond-bottom-line/
Peer Review
You had a very interesting topic and found great articles to
summarize. I really enjoyed reading all of the different articles
you summarized. Not all of the websites go to an online article.
Also, you only summarized 3 articles but you have 4 different
references, and not all references are used in the synthesized
reflection unless you did not site them? It would have been
much more clear if you elaborated on the articles in their
summaries because some ideas such as “C-suite” and
gamification would be much more understandable if they had a
little more explanation. If you had a thesis that laid out all of

7. your topics in one sentence it would make the topic of your
paper a lot more clear because all of the points would be listed
in correspondence with the paragraphs. The highlighted
sentence could be a good start to a thesis sentence. Once all of
your ideas are specific and line up with your thesis, this paper
will be very organized and full of useful information. The last
paragraph would be a great conclusion if you talked about the
past ways of HR and how they are different from today in
earlier paragraphs.