Recruitment and Selection Strategy

Topics: Costa Rica, Employment, Management / Pages: 20 (4948 words) / Published: Mar 5th, 2012
Recruitment and Selection Strategy
“Harrison Corporation, a U.S.-based corporation with business units in Europe and South America, has recently decided to create a business unit focusing on expansion into Central America. As a low-cost producer of discount office supply products, the company will continue producing products at the existing facilities, or purchased from existing suppliers. This unit primarily focuses on marketing and delivery of products to two groups of customers: corporate customers, retail, and consumers.
Currently, the organization markets primarily through the Internet and through catalogs mailed to businesses. To reach direct sales customers, such as retail and direct consumers, the company mails catalogs to homes and offers its products in discount stores. Although the company has a Spanish website and has translated its catalogs, it has not been able to penetrate the Central American market. As a result, the company has decided it needs a presence in Central America; therefore, they have created a business unit that will be in Costa Rica, from where marketing and sales activities will take place,” (Apollo Group, 2011). [The citation for a direct quote needs the page number] . What are the key qualifications for a person filling the position?
Key Qualifications To implement the new direction of expansion of Harrison Corporation’s business unit into Costa Rica, there are five key positions that need fulfilling. Those positions are Regional Manager, a Marketing Analyst, a Business Development Specialist, a Product Development Specialist, and a Customer Service Specialist. Each of these positions shares a few similar qualifications such as the need to be “fluent in both Spanish and English and willing to live in Costa Rica, where Harrison’s Central America office is based, “(Apollo Group, 2011). [Needs page number] .
Each specific position has its own key qualifications that need to be met by a candidate prior producing a



References: Apollo Group, (2011), "Harrison Corporation Profile", University of Phoenix, Retrieved on January 8th, 2011 from: https://portal.phoenix.edu/classroom/coursematerials/hrm_548/20111206/ Billikopf, G Fullinwider, R. (2011). "Affirmative Action". The Stanford Encyclopedia of Philosophy (Winter 2011 Edition), Edward N. Zalta (ed.), Retrieved from http://plato.stanford.edu/archives/win2011/entries/affirmative-action/ Employees: Types of Programs Heneman, G, H., & Judge, A, T. (2009). Staffing organizations (6th ed). New York: McGraw – Hill. H.G. Legal Directories. (n.d.). Employment Discrimination Law. Retrieved from http://www.hg.org/employment-discrimination-law.html Internet World Stats. (2010).  Costa Rica: Internet Usage Statistics Milhauser, K. L., & Rahschulte, T. (2010). Meeting the needs of global companies through improved international business curriculum. Journal of Teaching in International Business, 21(2), p. 78-100. Sangeetha, K. K., (2010). Effective recruitment: A framework. IUP Journal of Business Strategy, 7(1/2), p. 93-107 Shimko, D U.S. Department of State. (2005). Costa Rica: Bureau of Democracy, Human Rights, and Labor. Retrieved from http://www.state.gov/g/drl/rls/hrrpt/2004/41755.htm

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