Recruitment and Selection Strategies
Tasha G. Duckett
March 30, 2015
Mrs. Sherri Johnson
Recruitment and Selection Strategies
Over the past few months, we at Atwood and Allen Consulting have had the pleasure of working with a new business, Landslide Limousines. Through previous conversations and correspondences, we know that Landslide Limousines is a small business that wants to employee exactly 25 workers and will be located in Austin, Texas. As we make suggestions for recruitment and selection strategies we must consider that the company’s first year’s revenue rate is expected to be -$50,000, although the company is expected to increase the annual revenue by 5%. Mr. Stonefield is also anticipating an annual turnover rate of 10%. With all this being said, I believe that in order for Landslide Limousines to entice great quality and highly skilled workers that the company must carefully come up with a well-organized recruitment and selection plan for new employees. In an article on Chron.com (2015) stated, “Strategic management involves employing selective and specific processes across all aspects of the business, including the recruitment and selection process, to help the business achieve optimal profit and success. For a small business, the recruitment and selection of the right employee for each position can lead to reduces costs, thus leading to an improved bottom line.” Organizational Goals
Business Dictionary (2015) defines organizational goals as “the overall objectives, purpose and mission of a business that have been established by its management and communicated to its employees.” A company that sets well-defined organizational goals can motivate employee efforts all through a business. One organizational goal that Landslide Limousine must have is selecting the proper employees for their company. When choosing an applicant that will be an appropriate fit for the company, better productivity for the organization and employee fulfillment can be achieved if the company’s opinions, ethics, and principles are known by both the owners and the workers. If both owners and workers share the organization objectives, then they will both share the desire to fulfill the needs of each other. Demographic Changes and Projected Workforce Needs
The quickening pace of changes ultimately modifies all businesses and alters the nature of the work environment. The ever-changing demographic designs, advancement in technology, the changeover to a knowledge-based economy as well as the rising pressures to be more innovative, increase in productivity and decrease in cost will help set the tempo for work in the future. Over the next few years a change in workplace demographics will influence the potential for work and will also be a key factor in company size, the composition of the organization, compensation and benefits, the design of the job, and goals set by management. In order for Mr. Bradley Stonefield to achieve his business goals based on demographic changes, he must have trust that his Human Resources department will choose the best and most experienced employees. He should also take advantage of workforce forecasting in that department. If they are efficient in their forecasting HR can cut cost, increase the flexibility of the company and make sure the regulatory obligations are given priority over all other problems associated with resources restrictions and shortages.
Workplace Diversity Objectives
In an article on Chron.com (2015), it says that, “With the ever-changing business environment, owners are adapting diversity policies and strategies to appeal to their employees, clients, vendors, and suppliers. Diversity in the workplace brings with it a host of potential benefits, as well as possible conflicts for business owners to manage.” Today, with the demographical changes that are taking place due to the globalization it has become critical for a business to have more workplace diversity. Working alongside individuals in a company that promotes workplace diversity can be beneficial and educational for the owners as well as the staff. But, if an enterprise truly wants to be a success, the cultural make-up of its employees must mirror the organization’s target market and consumer base. Through appropriate recruitment and selection of personnel, Landslide Limo’s will be able to compete with its rivals by offering its customers quality service. It is also beneficial for the company to acquire the best and most qualified applicants. They should make sure that they provide a compensation and reward plan to acknowledge their top employees. So, with proper recruitment and selection and by offering rewards to top workers, Landslide Limousines can triumph over the challenges of operating a diverse workforce. Organizational Branding
An organization’s brand is a work in process developed from the company’s corporate strategy, their goals, their appearance, and their actions. Wikipedia (2015) defines organizational branding also known as corporate branding as “the practice of promoting the brand name of a company entity, as opposed to specific products or services.” As Landslide Limousines starts developing their organizations brand it is important for them to separate themselves from the other companies that are similar to them in the area. The company must familiarize its presence in the minds of customers and employees thereby establishing an opinion of what Landslide Limousines is all about. With so many different businesses competing for customers, it is important for them to stand out even more because they are a new business. Methods for recruiting Candidates
When opening up a new business, it is important for the organization to develop an effective plan for recruitment. In an article on the website Chron.com (2015), it lists several techniques that employers can utilize when recruiting new hires for the business.
The first method is internal sourcing. This technique promotes the publicizing of new or vacated positions within an organization to current workers. Most corporations use this method of recruitment because when hiring from within the company there can be little or no training for the workers required. However, a drawback to the method is it fails to bring in fresh new faces who may have new and innovative ideas that can help the business acclimate itself in this ever changing marketplace. Another method discussed in the article was the use of external sourcing. This type of sourcing recruits new applicants through tools like job boards, advertising in newspapers, trade publications and online. This technique is used when a corporation is unable to fill the position with current personnel. However, in the case of a small business it is important for the company knows precisely the type of candidate they are searching for prior to advertising for the job. A disadvantage of this method is that the new hire will learn the ins and outs of the company while in the process of being trained. Third-Party sourcing entails using as it states a third party to help an organization locate and find qualified job contenders. Third-party sources can use various tools to obtain experienced candidates by offering better salary compensation and a generous benefits package. The drawback to this method is that if the longer it takes the agency to locate and acquire a proper applicant for the job, the more expensive this can be for the company that is looking. Methods for Screening Candidates
The screening of potential job candidates can be the most important thing that an owner can do for their business. The selection of the wrong applicant can be devastating to a company. I will list below the three steps that need to be followed for a corporation to effectively screen for potential candidates. They include interview methods, testing procedures, and interview process considerations. In an article from the site American Military University or AMU (2015), it list three types of interview methods that employers can use. They include: Behavioral Based Interviews: this method focuses on an applicant’s specific past performances and experiences. The interview questions will place an emphasis on the candidate’s past work experiences that can demonstrate their competencies. Case Interviews: this type of interview is more commonly used in consulting interviews. In this meeting, a candidate is given a situation and is tasked with working through the details. Informational Interviews: are opportunities in which applicants can learn the nature if the job without performance pressure. This interview style gives the candidate the chance to compare their expectations with the job; it may also give them the opportunity to talk with someone currently employed in the position. The U.S. Equal Employment Opportunity Commission or EEOC (2010) listed testing procedures that companies can utilize when screening candidates. Some examples of the test include: Physical ability test to determine if a potential employee can execute specific task, as well as the strength and stamina, in general. Personality tests to measure if a candidate has the traits and/or the qualifications suitable for the position they are applying for. Criminal background checks that can provide information on the arrest and/or conviction history of a potential employee. Interview Process Considerations
When a company is looking for new workers, there are points that they should consider as they start the employment process. The blog Free Enterprise (2009) gives owners five things to contemplate when hiring new employees: Avoid Illegal Discrimination: Business that plan to employ four or more employees must be aware and follow all laws against anti-discrimination measures in place to protect the applicants. Respect Applicant’s Privacy Rights: Reframe from asking questions that may compromise their rights to privacy. This can include if they are married or have children. Avoid Making Promises You Can’t Keep: Do not make promises to the applicant if you are not sure what the company can offer as for as a benefits package or compensation. Follow Legal Rules for Hiring Immigrants: Employers must carefully examine all identification and documentation when hiring and applicant not born in the U.S. Follow Legal Rules for Hiring Young Workers: When hiring individuals under the age of 18 employers must be aware of the child labor laws that restrict the number of hours and types of jobs they can perform. Methods for Selecting Candidates
When the interview process is complete, using the notes taken during the interview HR can compare the applicant to the resume they were given to look for any information they had forgotten to ask during the interview. When making the selection, you should base your decision on how well the applicant answered your questions and what questions they may have asked you. Also, because most of the jobs you may be hiring for are as limo drivers make sure to check the interviewees driving skills, perform a criminal background check, as well as their motor vehicle records. Remember, these people will be the face of you and your company, so you want to best and most experienced drivers out there representing Landslide Limousine. Organizational Diversity
When opening up a new business, it is important to promote workplace diversity. As the global market shifts and changes it if important for employers to embrace these changes. Through organizational diversity, employees get the benefit of learning from each other. There may be talents that they may have that their co-workers do not and vice versa. Because of this it gives employees a chance to learn from one another. What you may not know you learn and what you do you teach. Recruitment and Selection Laws to Consider
Before a company should even begin the process of selecting, interviewing and hiring it is important that they follow the laws and guidelines related to employment. Listed below are just some of the laws that business should follow provided by the North Dakota Human Resource Management Services (2010): The Fair Labor Standards Act of 1938 which stipulates minimum wage, overtime pay for certain workers and restricts child labor. The Immigration Reform and Control Act of 1986 that forbids employment discrimination based on national origin and citizenship or immigration, it also bans employment of undocumented workers and penalizes those companies that violate the law. The Age Discrimination in Employment Act of 1967 bans discrimination of employment based on age for anyone 40 or over. The Americans with Disabilities Act of 1990 and The Americans with Disabilities Amendments Act of 2008 that forbids discrimination to qualified individual with disabilities. Conclusion
The process of recruiting and selecting the appropriate candidates for Landslide Limousines is necessary for the company’s future. By following the recommendations, guidelines and laws that I have provided will go far to help Mr. Stonefield and Landslide Limousines strive to become off of the top contenders in the Austin Texas area. Reference Page
American Military University, (2015). Interview Methods and Types. Retrieved on March 29, 2015 from http://www.amu.apus.edu/career-services/interviewing/types.htm. Brookins, M., (2015). Define Diversity in the Workplace. Retrieved on March 28, 2015 from http://smallbusiness.chron.com/define-diversity-workplace-4926.html. Business Dictionary, (2015). Organizational Goals. Retrieved on March 28, 2015 from http://www.businessdictionary.com/definition/organizational-goals.html. Long, N., (2015). The Role of Recruitment & Selection in Strategic Management. Retrieved on
March 27, 2015 from http://smallbusiness.chron.com/role-recruitment-selection-strategic management-18408.html.
Neetal, P., (2009). Top 5 Considerations When Hiring New Employees. Retrieved from Free Enterprise – The FindLaw Small Business Law Blog on March 29, 2015 from http://blogs.findlaw.com/free_enterprise/2009/08/top-5-considerations-when-hiring- employees.html.
North Dakota Human Resource Management Services, (2010). Employment Laws. Retrieved on March 29, 2015 from https://www.nd.gov/hrms/managers/guide/employlaws.html. Richardson, O., (2015). Methods of Recruitment and Selection. Retrieved on March 29, 2015 from http://smallbusiness.chron.com/methods-recruitment-selection-2532.html. The U.S. Equal Employment Opportunity Commission, (September 2010). Employment Test and Selection Procedures. Retrieved on March 29, 2015 from
http://www.eeoc.gov/policy/docs/factemployment_procedures.html. Wikipedia, (2015). Corporate Branding, Retrieved on March 29, 2015 from http://en.wikipedia.org.wiki/Corporate_branding.