Hrm/531 Selection Strategy
Recruitment and Selection Strategies Recommendations
Lori Ficklin
HRM/531
July 1, 2014
Michelle White
From: Lori Ficklin
To: Traci Goldeman
Subject: Recruitment and selection for Landslide Limousines
Thank you for tasking me with the making the recommendations for a recruitment and selection suitable for Landslide Limousines. "Regardless of the size of a firm, or what industry it is in, recruitment and selection of people with strategically relevant abilities is more important than ever" (Cascio, 2013, p. 200). Mr. Stonefield finds himself, as most small business owners, managing the recruitment and selection of his employees (Gatewood & Feild, 1987). The process of employing qualified individuals can be broken down into three phases: …show more content…
237). There are two ways the organizational culture is used in staffing, first, a person 's ability to perform the job tasks through measurable skills, education, and experience (Cascio, 2013). The second is the alignment of values and personality characteristics of individuals with the company (Cascio, 2013). "By linking staffing decisions to cultural factors, companies try to ensure that their employees have internalized the strategic intent and core values of the enterprise" (Cascio, 2013, p. 238). Studies show people stay longer with companies that "emphasized interpersonal relationships" (Cascio, 2013, p. 238) than those which stressed "work-task values" (Cascio, 2013, p. 238). Cascio (2013) states "don 't just select individuals who fit a specific profile of cultural values" (p. …show more content…
When owners of new businesses find themselves hiring their first employees, the bold decisions must be tempered with thoughtful planning for the future (Cascio, 2013). The branding of Landslide Limousines as all-women 's drivers will impact more than the population of job candidates. The criteria gleaned from the job analysis will provide specific abilities and behaviors that can be sought out (Cascio, 2013). The need to find the initial drivers and then to keep up with turnover and growth over the next five will force Mr. Stonefield to look beyond experienced, professional drivers. An established probationary period will best suit a small company that does not have the resources for an expensive consultant to recruit and select
Lori Ficklin
HRM/531
July 1, 2014
Michelle White
From: Lori Ficklin
To: Traci Goldeman
Subject: Recruitment and selection for Landslide Limousines
Thank you for tasking me with the making the recommendations for a recruitment and selection suitable for Landslide Limousines. "Regardless of the size of a firm, or what industry it is in, recruitment and selection of people with strategically relevant abilities is more important than ever" (Cascio, 2013, p. 200). Mr. Stonefield finds himself, as most small business owners, managing the recruitment and selection of his employees (Gatewood & Feild, 1987). The process of employing qualified individuals can be broken down into three phases: …show more content…
237). There are two ways the organizational culture is used in staffing, first, a person 's ability to perform the job tasks through measurable skills, education, and experience (Cascio, 2013). The second is the alignment of values and personality characteristics of individuals with the company (Cascio, 2013). "By linking staffing decisions to cultural factors, companies try to ensure that their employees have internalized the strategic intent and core values of the enterprise" (Cascio, 2013, p. 238). Studies show people stay longer with companies that "emphasized interpersonal relationships" (Cascio, 2013, p. 238) than those which stressed "work-task values" (Cascio, 2013, p. 238). Cascio (2013) states "don 't just select individuals who fit a specific profile of cultural values" (p. …show more content…
When owners of new businesses find themselves hiring their first employees, the bold decisions must be tempered with thoughtful planning for the future (Cascio, 2013). The branding of Landslide Limousines as all-women 's drivers will impact more than the population of job candidates. The criteria gleaned from the job analysis will provide specific abilities and behaviors that can be sought out (Cascio, 2013). The need to find the initial drivers and then to keep up with turnover and growth over the next five will force Mr. Stonefield to look beyond experienced, professional drivers. An established probationary period will best suit a small company that does not have the resources for an expensive consultant to recruit and select