Recruitment and Selection Strategies Recommendations

Recruitment and Selection Strategies Recommendations
HRM/531
John Doe
January 1, 2000

Recruitment and Selecting
Recruiting for Landslide Limousine Services requires multiple strategies. Confining the company on strategy will immensely decrease the chances of finding quality, skilled applicants with the appropriate attitude towards their position.
Recruiting begins with locating potential applicants and enticing them to the company. Advertisements are good, especially for a new company. Another source of applicants is the CDL classes and other limousine companies previous employees.
Once a suitable selection of applicants is established the interviewing process begins. The applications are carefully reviewed, along with a background check. This is important because the employees are dealing with high society at times, and it is a commercial driving business. Employees must not have been arrested at any point for certain offenses, especially vehicle or theft related. Once a more refined selection has been made from the written applications formal interviews are next. Formal, face-to-face interviews allow the hiring manager to evaluate ones attitude. The attitude can decide if an applicant would be a good fit for the company and help to raise their image, while a bad attitude would eliminate any customer contact. According to our readings, when conducting an interview certain steps should be followed to ensure the most is gained on both sides other desk.
1) Standard questions, with flexibility is delivery (can be asked in different ways)
2) Set a time and place
3) Pay attention to applicant’s answers and body language.
The reason these steps are important is because they provide a uniform method for each applicant. They provide the ability to alter the interview to each individual applicant. Another issue is to make sure not to promise the position to an individual during the interview before reviewing each of the interviews and applications.



References: Cascio, W. F. (2013). Managing Human Resources: Productivity, Quality of Work Life, Profits (9th ed.) Boston, MA: McGraw-Hill/Irwin EEOC, (2013). Discrimination by Type. Retrieved from http://www.eeoc.gov/laws/types/index.cfm US Department of Commerce, (7th January, 2014). State and country quick facts; Austin (city), Texas. US Department of Commerce – Census. Retrieved from http://quickfacts.census.gov/qfd/states/48/4805000.html

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