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Recruitment and Selection Strategies
University of Phoenix
HRM 531
April 16, 2015
Recruitment and Selection Strategies
Introduction
Landslide Limousines is in need of a recruitment and selection strategy that meets and supports its organizational goals. Bradley Stonefield requests strategies specific to the demographic area of Austin, TX. Annual turnover is projected to be 10% in the first year. Selecting a recruitment and selection strategy that will attract the most qualified candidates and assist the organization in reaching its specified goals and objectives is crucial to the success of this start-up company. This will be achieved by:
Establishing organizational goals,
Forecasting demographic changes,
Performing a workplace analysis,
Establishing diversity objectives,
Setting organizational branding, and
Establishing methods for recruiting, screening, and selecting candidates that will assist Landslide Limousines in reaching these goals and objectives.
Organizational Goals
To select effective recruitment and selection strategies, it is most important to establish the strategic goals and objectives for Landslide Limousines. Mr. Stonefield and Landslide Limousines require a recruitment and selection plan that supports the recruitment of 25 employees for the first year of operations. Revenue is expected to be $50,000 in the red and revenue growth is forecasted to be a negative 5% for the first year.
In creating a performance management framework for Landslide Limousines, it has been established that the organization must provide a well-organized and high level of performance to compete in the Austin, TX. marketplace. “Just as corporations strategized to develop, manufacture, and market the best product or service, so they must also identify, track, and hire the most qualified people”(Cascio, 2013). Research shows that small and medium sized businesses are at a slight disadvantage in the selection process because there are inherently fewer stages in
University of Phoenix
HRM 531
April 16, 2015
Recruitment and Selection Strategies
Introduction
Landslide Limousines is in need of a recruitment and selection strategy that meets and supports its organizational goals. Bradley Stonefield requests strategies specific to the demographic area of Austin, TX. Annual turnover is projected to be 10% in the first year. Selecting a recruitment and selection strategy that will attract the most qualified candidates and assist the organization in reaching its specified goals and objectives is crucial to the success of this start-up company. This will be achieved by:
Establishing organizational goals,
Forecasting demographic changes,
Performing a workplace analysis,
Establishing diversity objectives,
Setting organizational branding, and
Establishing methods for recruiting, screening, and selecting candidates that will assist Landslide Limousines in reaching these goals and objectives.
Organizational Goals
To select effective recruitment and selection strategies, it is most important to establish the strategic goals and objectives for Landslide Limousines. Mr. Stonefield and Landslide Limousines require a recruitment and selection plan that supports the recruitment of 25 employees for the first year of operations. Revenue is expected to be $50,000 in the red and revenue growth is forecasted to be a negative 5% for the first year.
In creating a performance management framework for Landslide Limousines, it has been established that the organization must provide a well-organized and high level of performance to compete in the Austin, TX. marketplace. “Just as corporations strategized to develop, manufacture, and market the best product or service, so they must also identify, track, and hire the most qualified people”(Cascio, 2013). Research shows that small and medium sized businesses are at a slight disadvantage in the selection process because there are inherently fewer stages in
References: Cascio, W.F. (2013). Managing Human Resources: Productivity, Quality of Work Life, Profits (9th ed). New York, NY: McGraw-Hill Irwin. City of Austin. (2014). Human Resources Department: equal employment and fair housing office. Retrieved from austintexas.gov: http://www.austintexas.gov/department/equal-employment-and-fair-housing-office EEOC. (2014). US Equal Opportunity Commission Laws and Guidance. Retrieved from http://www.eeoc.gov: http://eeoc.gov/policy/ada.html Faragher, J. (2013). Drug Testing at Work. Occupational Health 65(7), 12-13 Farooq, G. (1990). Demographic, employment and development trends: the need for integrated planning. International Labor Review, 301-315. Keel, CPA, J. (2006, February). Workforce Planning Guide. Retrieved from http://www.hr.sao.state.tx.us/workforce/06-704.pdf Matrrix AMC. (n.d.). Organizational Branding. Retrieved from http://www.matrixamc.com/content/services/org/org1.shtml Myers, V. (2007). Recruitment and retention of a diverse workforce: Challenges and opportunities. Journal of Healthcare Management, 52(5), 290-298. Zaharie, M. (2013). Job recruitment and selection practices in small and medium organizations. Studia Univeritatis Babes-Balyai, 58(2), 86-94.