Hrm/531 Selection Process
Recruitment and selection strategies for Landslide Limousines
Cheryline Munanye
HRM/531
November 15th, 2013
Gabriel Lewall
Date: November 15th, 2013
Subject: Recruitment and selection strategies
To: Tracy Goldeman
From: Cheryline Munanye
The recruitment and selection process is a very important process for a new company like landslide limousines. To make it easy on the human resources manager the recommendations will split the process into two, step 1: recruitment and step 2: selection. . Before the first step can begin, the hiring manager needs to know the needs of the company to know what positions they will be recruiting for. This needs to be complete in the job analysis process. After knowing the organizational needs, the recruitment …show more content…
The number for the first year is 25 but can be increased after the first year depending on how the supply of skills and demand for services. Such demographical changes depend on the success of the company within the first year into Austin. Changes such as expecting older workers to retire as soon as they reach the retiring age and younger workers coming in to fill in those gaps also can be anticipated in the future. It is also recommended that in the future the company practices the use of internal labor markets by looking at its current employees as a source of labor supply so that the workers see it as a source of advancement in their career. Consider Use of policies such as nondiscrimination and diversity that will change in market conditions. This, according to Cascio can be done through improving characteristics of vacant positions by either increasing the salary or training as well as educational benefits or finally through reducing hiring …show more content…
The screening process begins by handing out of application forms to potential employees who fill out requested information, such as their job history as well as educational background. After the application forms have been filled the recruiter will invite the potential employees to an interview section. The recommended way of interviewing is to have two separate interviews. The first interview will be on a one-on-one basis where the recruiter asks questions regarding his or her job history. If the recruiter is impressed by the qualifications of the candidate, he or she will get invited to a second interview which will be a panel interview including Bradley Stonefield. After the interview with the panel is over and the candidate has still managed to impress the panel he or she will undergo some testing. The testing procedures will include drug screening by individuals as required by the U.S. department of transportation, situational tests where the recruiter gives the candidate a situation and how he or she will handle it; according to Cascio, they are supposed to assess the ability to do rather than the ability to know, and finally integrity tests that are supposed to test the candidate’s ability be
Cheryline Munanye
HRM/531
November 15th, 2013
Gabriel Lewall
Date: November 15th, 2013
Subject: Recruitment and selection strategies
To: Tracy Goldeman
From: Cheryline Munanye
The recruitment and selection process is a very important process for a new company like landslide limousines. To make it easy on the human resources manager the recommendations will split the process into two, step 1: recruitment and step 2: selection. . Before the first step can begin, the hiring manager needs to know the needs of the company to know what positions they will be recruiting for. This needs to be complete in the job analysis process. After knowing the organizational needs, the recruitment …show more content…
The number for the first year is 25 but can be increased after the first year depending on how the supply of skills and demand for services. Such demographical changes depend on the success of the company within the first year into Austin. Changes such as expecting older workers to retire as soon as they reach the retiring age and younger workers coming in to fill in those gaps also can be anticipated in the future. It is also recommended that in the future the company practices the use of internal labor markets by looking at its current employees as a source of labor supply so that the workers see it as a source of advancement in their career. Consider Use of policies such as nondiscrimination and diversity that will change in market conditions. This, according to Cascio can be done through improving characteristics of vacant positions by either increasing the salary or training as well as educational benefits or finally through reducing hiring …show more content…
The screening process begins by handing out of application forms to potential employees who fill out requested information, such as their job history as well as educational background. After the application forms have been filled the recruiter will invite the potential employees to an interview section. The recommended way of interviewing is to have two separate interviews. The first interview will be on a one-on-one basis where the recruiter asks questions regarding his or her job history. If the recruiter is impressed by the qualifications of the candidate, he or she will get invited to a second interview which will be a panel interview including Bradley Stonefield. After the interview with the panel is over and the candidate has still managed to impress the panel he or she will undergo some testing. The testing procedures will include drug screening by individuals as required by the U.S. department of transportation, situational tests where the recruiter gives the candidate a situation and how he or she will handle it; according to Cascio, they are supposed to assess the ability to do rather than the ability to know, and finally integrity tests that are supposed to test the candidate’s ability be