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Discuss about the Human Resource Management for CERA.



In present scenario various companies as well as Government are taking various initiatives to involve the participation of the minorities group in the public and social affairs so that they can be recognized on international basis. To involve and enhance participation of the aboriginal people in CERA, the organization is trying to increase its workforce so that there can be effective representation of the indigenous people or the minorities. This enhances the company’s viability towards fulfilling the social responsibility to uplift a community. There are various benefits associated with the employment of aboriginal people such as improving the quality of life of those individuals, prevent conflicts and aid societal integration (Protsyk, 2010).

Selection methods for increasing workforce at CERA

As the manager of CERA, the company is planning to take use of interviews and references for the selection of individuals. Following are the merits of both the selection methods:

Merits of Interview as a selection method

  • In interview there is a development of association between the interviewee and the interviewer as there is face-to-face communication, there are high chances of developing co-operation and understanding among the parties.
  • Through interview, the interviewer can get in-depth knowledge of the interviewee. The opinions, feeling and attitudes can be easily measured with this selection method as one can judge the person by the facial expression.
  • The information attained from interview is highly sufficient as in the face to face discussion a number of questions can be asked from the interviewee and relevant and sufficient information could be collected.
  • A suitable candidate can be select through interview as proper analysis can be done in various manner such as checking the communication power of the interviewee as well as individual can be measured on other skill sets too such as the frequency in language, confidence, approach in answering the questions as well as logical and reasoning approach can be judge.
  • Interview is the selection method which requires a low cost budget as there are no expensive elements associated with this method (Arthur, 2012).

Merits of Reference as a selection method

  • The selection of individuals based on the employee referrals generally possess high quality as the primary screening is already done by the current employee as well as the image of that employee is at stake. So there are generally high chances of appropriate candidate to be interviewed for the job.
  • With the reference as a selection method there is instant availability of the appropriate candidates as individuals try to inform their relatives or friends for the vacancy and there are instant interviews lined up on the basis of that just after the formal announcement of the vacancy (Burks, et al., 2015).
  • The one more important merit of reference is that the retention rate is higher as the individual is already aware of the work as well as the surrounding and for the initial adjustment and involvement there is less time taken in comparison with the employees who have came from another sources. And thus there are increased chances of retention (Drake, Bond and Becker, 2012).

Demerits or problems associated with the selection methods

There are various benefits associated with interviews as the selection technique but in several cases interviews can be problematic too. Following are the few demerits of interviews:

  • Interview is never a complete process as just by the conversation, one cannot be eligible to take a job on all the grounds. There is usually a need of written test for the complete examination of the interviewee knowledge and subject expertise.
  • Generally there is no such actual evidence or record of the interviews held. One can deny for various things after the interview has been finished. So only on the basis of interview selection made is irrelevant.
  • There can be misleading results due to the inefficiency of the interviewer. The whole interview process depends upon the potentiality of the interviewer to ask questions and evaluate the candidate but if the interviewer is incompetent than there will be negative impacts (Breaugh, 2014).

There are various benefits associated with references as the selection technique but in several cases references can be problematic too. Following are the few demerits of references:

  • One of the major issues associated with reference is biasness as generally the candidates who come from reference are selected easily in spite of less knowledge and competence in comparison with other candidates.
  • There is another demerit of referral as if the candidate selected through referral his or her performance does not match the set criteria than it indirectly impacts the image of the employee who has referred the candidate as well as other employees does not attempt to refer people (Breaugh, 2012).


CERA can adopt these two selection methods i.e. interviews and references for increasing the workforce but simultaneously it should also take care of the issues associated with them and try to overcome that in the implementation process.



Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new employees. AMACOM Div American Mgmt Assn.

Breaugh, J. (2014, July). Employee recruitment. In Meeting the Challenge of Human Resource Management: A Communication Perspective (p. 29). Routledge.

Breaugh, J. A. (2012). Employee recruitment: Current knowledge and suggestions for future research. The Oxford handbook of personnel assessment and selection, 68-87.

Burks, S. V., Cowgill, B., Hoffman, M., & Housman, M. (2015). The value of hiring through employee referrals. The Quarterly Journal of Economics, qjv010.

Drake, R. E., Bond, G. R., & Becker, D. R. (2012). Individual placement and support: an evidence-based approach to supported employment. Oxford University Press.

Protsyk, O. (2010). The representation of minorities and indigenous peoples in parliament. A GLOBAL OVERVIEW. Mexico: IPU and UNDP. Pp.24

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