There are many criteria to be considered for the recruitment process, some of which is the gender and age of the candidate. Some argue that recruiters from the small firm should avoid a girl without child or prospective mother to decrease cost on the maternity leaves, while I believe they should hire an equal number of applicants from each group of age and gender.
There are some bases of the view for not hiring a girl or a lady without a child. Firstly, when they go on a long leave, they need to be paid without any work which could not be feasible for a corporation with a limited workforce. For example, it would definitely hamper the business if one goes on leave from 6 employees. Secondly, after having a child, her efficiency would be adversely affected owing to the dual responsibilities of the child and the family. For instance, she may take further leaves for the regular check-up of her infant or could not extend the working hours. Thus, such leaves would certainly affect the small company.
However, it seems to me that the benefits of hiring a young generation could alleviate these harms on the trade. Firstly, the salary of a fresher is far less than the highly experienced professionals, so hiring novice could diminish the cost of human resources. For example, two apprentices could be hired instead of one expert. Secondly, research has shown that recently passed out graduates could brainstorm better ideas than the experienced one. For instance, recently passed out computer engineers have much more knowledge of newer technologies; specifically, young girls possess higher ambitions regarding her career and job.
To conclude, I believe that that the hirer should not consider the cost of maternity leave for long-run business rather than short term benefits. Young girls who constitute more than fifty per cent of the skilled workers could contribute to the success of the small enterprise by providing new ideas and insights which are essential for a newly established enterprise.
There are
many
criteria to
be considered
for the recruitment process,
some
of which is the gender and age of the candidate.
Some
argue that recruiters from the
small
firm should avoid a
girl
without
child
or prospective mother to decrease cost on the maternity
leaves
, while I believe they should hire an equal number of applicants from each group of age and gender.
There are
some
bases of the view for not hiring a
girl
or a lady without a
child
.
Firstly
, when they go on a long
leave
, they need to
be paid
without any work which could not be feasible for a corporation with a limited workforce.
For example
, it would definitely hamper the business if one goes on
leave
from 6 employees.
Secondly
, after having a
child
, her efficiency would be
adversely
affected
owing to the dual responsibilities of the
child
and the family.
For instance
, she may take
further
leaves
for the regular
check
-up of her infant or could not extend the working hours.
Thus
, such
leaves
would
certainly
affect the
small
company
.
However
, it seems to me that the benefits of hiring a young generation could alleviate these harms on the trade.
Firstly
, the salary of a fresher is far less than the
highly
experienced professionals,
so
hiring novice could diminish the cost of human resources.
For example
, two apprentices could
be hired
instead
of one expert.
Secondly
, research has shown that recently passed out graduates could brainstorm better
ideas
than the experienced one.
For instance
, recently passed out computer engineers have much more knowledge of newer technologies;
specifically
, young
girls
possess higher ambitions regarding her career and job.
To conclude
, I believe
that that
the
hirer
should not consider the cost of maternity
leave
for long-run business
rather
than short term benefits. Young
girls
who constitute more than fifty per cent of the skilled workers could contribute to the success of the
small
enterprise by providing new
ideas
and insights which are essential for a
newly
established enterprise.