Recruitment and Selection Strategies Re

Topics: Employment, Recruitment, Demographics Pages: 6 (2139 words) Published: January 11, 2015


Recruitment and Selection Strategies Recommendations
HRM/531
February 24, 2014

TO: Bradley Stonefield, Landslide Limousine Services
FROM: HRM/531- UoP: Atwood and Allen Consulting
DATE: February 22, 2014
SUBJECT: Recruitment and Selection Strategies Recommendations Organizational goals: Mr. Stonefield, when choosing applicants that will be suitable matches for your limousine service can be accomplish by ensuring that you hire those individual that share similar views, values, and beliefs. By doing this you will not only benefit the company, you will see greater productivity from your employees and most of all loyal, long-term employees that express their satisfaction. If both Mr. Stonefield (the business) and the employee parallel in their thoughts, views, and strategic goals, there will be an aspiration for each individual to see through to the needs of their coworkers as well as the desire to see the business survive and thrive. Mr. Stonefield you will find that an employee will be loyal and give there 100%. Forecasted demographic changes: An analysis of projected workforce needs - for the next 5 years will need to be based on the businesses goals as well as demographic changes to both the work force, economy as well as industrialization. By identifying and following the trends of the economy, work force and unemployment rates will assist the business in predicting changes to come. By knowing these trends Landslide Limousine Services may be able to stay one step ahead of its competitors. Workforce diversity objectives: In order for Landslide Limousine Services business to be triumphant and survive the initial start-up, the workforce must be diverse enough to compliment the targeted market and consumer base. With the marriage of the employees and the business goals it shows the consumers of this passenger transportation business that Landslide Limousine Services are striving to match individual interests. A survey and gain insight as to their patrons’ views and patterns. Drivers and chauffeurs will be able to customize and individualize the service they offer by knowing their clientele. An example that comes to mind would be: a client is in Austin for business. This client enjoys theater productions. If a driver knows the likes and dislikes of his or her client then they can do research on what productions are happening during their clients stay and offer the information about what is going on in Austin. It is the belief that there are three elements in setting the motion for Mr. Stonefield’s business: First, Landslide Limousine should establish a strong commitment to the diversity in the workplace. This commitment needs to begin at the top and weaved within and through all employees who work for the company. It is advisable that Landslide’s senior and upper management model the behavior therefore showing that they are in full support and respect of diversity in the workplace. Second, Landslide will need to understand and gain a precise insight to the businesses eagerness to move forward and keeping in touch with up to date demographics of the industry and the cultural diversity. Mr. Stonefield and his team must develop a workforce profile. By doing this they will gain an understanding of the workforce and the potential hiring pool. By profiling the workforce and the potential hiring pool allows for complete diversity that will be beneficial to all crucial positions and organizational elements. By researching and monitoring trends and workforce reports published quarterly and annually are great resources and sources of data in regards to employment movement. Researching social networks and potential employees can prove to be useful when making employment decisions and offers. Affirming that the employee are of the caliber both personally and professionally that Landslide wants as part of the team. The outcome would be gaining a professional and a precise view...


References: Cascio, Wayne F. (2013). Managing Human Resources: Productivity, Quality of Work Life, Profits (Ninth Edition). New York, NY.
University of Phoenix (2013). Week Six Difficult Concepts. Retrieved on Saturday, December 14, 2013 at: https://ecampus.phoenix.edu/secure/aapd/Materials/IP/curriculum/sb/HRM531/week_6_video.asp
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