Recruitment and Selection Strategy

Topics: Costa Rica, Employment, Management Pages: 16 (4948 words) Published: March 5, 2012
Recruitment and Selection Strategy
“Harrison Corporation, a U.S.-based corporation with business units in Europe and South America, has recently decided to create a business unit focusing on expansion into Central America. As a low-cost producer of discount office supply products, the company will continue producing products at the existing facilities, or purchased from existing suppliers. This unit primarily focuses on marketing and delivery of products to two groups of customers: corporate customers, retail, and consumers. Currently, the organization markets primarily through the Internet and through catalogs mailed to businesses. To reach direct sales customers, such as retail and direct consumers, the company mails catalogs to homes and offers its products in discount stores. Although the company has a Spanish website and has translated its catalogs, it has not been able to penetrate the Central American market. As a result, the company has decided it needs a presence in Central America; therefore, they have created a business unit that will be in Costa Rica, from where marketing and sales activities will take place,” (Apollo Group, 2011). [The citation for a direct quote needs the page number] .

What are the key qualifications for a person filling the position? Key Qualifications
To implement the new direction of expansion of Harrison Corporation’s business unit into Costa Rica, there are five key positions that need fulfilling. Those positions are Regional Manager, a Marketing Analyst, a Business Development Specialist, a Product Development Specialist, and a Customer Service Specialist. Each of these positions shares a few similar qualifications such as the need to be “fluent in both Spanish and English and willing to live in Costa Rica, where Harrison’s Central America office is based, “(Apollo Group, 2011). [Needs page number] . Each specific position has its own key qualifications that need to be met by a candidate prior producing a job offer. For example the Regional Manager position requires that the selected candidate meet the following qualifications: “Bachelor's degree in Business or Engineering field required, Five to seven years of relevant experience in business management, marketing and sales preferably within the office supplies market, and Analytical skills and disciplines in support of business planning, strategy development/deployment, relationship management, and conflict resolution,” (Apollo Group, 2011).

The Marketing Analyst position requires that the selected candidate meet the following qualifications: “Bachelor’s degree or equivalent degree in Engineering, Mathematics, Statistics, Finance, Economics, or other quantitative fields or equivalent direct experience required; Master’s degree preferred, Minimum one year analytic work experience, such as consulting, marketing analytics, financial/actuarial analysis, strategic planning; Two years preferred; Advanced degree may substitute for some required experience, Demonstrated proficiency with personal computers and relevant software packages, the ability to structure, and solve problems using quantitative tools, such as Excel and SAS, and Demonstrated written and verbal communication skills,” (Apollo Group, 2011). [Needs page number] . The Business Development Specialist position requires that the selected candidate meet the following qualifications: “Ability to build both internal and external relationships, Strong communication, organization, and time management skills, Solid problem solving and consultative skills required, Self-driven, motivated and results oriented, Strong ability to gain knowledge of IT products and services, and Bachelor's degree (B A) from four-year college or university; or one to three years related experience and training; or equivalent combination of education and experience,” (Apollo Group, 2011). The product development specialist position requires that the selected candidate meet...
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