Recruitment and Selection Strategies Recommendations

Recruitment and Selection Strategies Recommendations Tierney Kennedy HRM/531 January 20, 2014 Karin M.L. Wagner

Recruitment and Selection Strategies Recommendations Recruitment and Selection Strategies Recommendations Management often measures recruitment and selection strategies by using a common method based on the applicants background alone. However, it is important that management recruit the most qualified, well rounded candidates who not only have the experience but will also carry out a good work relationship and maintain the integrity of the company. Planning the recruitment strategy is important for all new businesses. The first step consists of managing applicants and welcoming potential participants (Cascio, 2013). To attract highly experienced employees, Landslide Limousines services must carefully develop an efficient recruitment plan. This paper will contain the appropriate recruitment and selection strategies that will help to bring in the best candidates. Organizational Goals In past communications, the client specified that Landslide Limousine requires 25 employees, with revenue in the first year of $50,000, and an expected yearly revenue growth of 5%. Expecting annual turnover of 10%, maintaining an expected yearly revenue growth of 5% can become challenging. By selecting the most qualified candidates will assist the organization in reaching those goals and offering quality services to clients. It will also add value to the organization in the future. The Effects of Organizational Diversity On the Organization In todays society with various changes occurring in demographics because of globalization, it is important to focus on a more diversity in the workplace. Managing a more diverse workplace may cause challenges however, it will benefit the company by offering the opportunity to obtain and influence potential employees. With the proper recruitment and selection strategies, Landslide Limousine Services can compete with other competitors by

Recruitment and Selection Strategies Recommendations providing customers with quality service. It is recommended for the company to hire the most competent candidates as well as offer a reward and compensation plan to award the organizations most talented employees. With the proper recruitment and selection strategies and a reward and compensation plan, Landslide Limousines Services can achieve the challenges involved in managing workplace diversity. Laws to consider for recruitment and selection It is important to consider the laws for recruitment and selection. Understanding laws passed to protect the rights of people in the workplace are an important part of running a successful business. Being able to adapt to a changing society in which the laws are passed to help all to have equal opportunities, is vital to continued growth. Some of these laws consist of the following: The Civil Rights Act of 1964, - prohibits discrimination based on religion, color, sex or origin. This is law is particularly applicable to workplaces employing more than 15 people (EEOC, 2014). The Age Discrimination in Employment Act of 1967- protects employees from discrimination on the basis of age. Both private and public employers need to adhere to the provisions of the law which calls for eliminating discrimination of employees above the age of forty (EEOC, 2014). The Pregnancy Discrimination Act of 1975 which prohibits refusal to employ pregnant female employees (EEOC, 2014). The Americans Act with Disabilities Act of 1990 - prohibits discrimination in hiring competent persons with disabilities, for public and private employers (EEOC, 2014).

Recruitment and Selection Strategies Recommendations Organizational Branding As a small business owner, it is important to first create awareness, by advising current employees to spread the news about the company friends and family. Employees can also use the employee referral system to help the company in seeking experienced and qualified applicants. This will help the company in generating job satisfaction and a culture in which employees feel valued and trusted. The company can also accomplish two highly important objectives by caring for the current employees concerns and desire for promotion. These objectives consist of forming a high-quality learning environment and choosing individuals for current opening in various divisions within the organization (Cascio, 2013). The most important stage of developing a successful limousine service consists of managing the selection of drivers and hiring chauffeurs. These position represent the face of the company. Customer service is very key and vital in these positions, as they type of service the customer receives will determine their continued business and longevity with the company. With this, it is important for the management teams to focus on the selecting, hiring, and retaining the organizations valued resources. It is also important that the organization abide by the organizations local and state laws and regulations. Not following the companys proper employment practices can cause harm to the organization as well as the client. When selecting a chauffeur, management must create job ethics and standards. It is important these standards are followed by each applicant applying for the chauffeur position. The next step is to develop a job description. Developing a job description will ensure that each applicant is aware of the jobs responsibilities and expectations associated with the position. Properly developing strong job responsibilities will also assist in disciplining chauffeurs who are not performing efficiently. Upon offering the chauffeur position it is important to give each

Recruitment and Selection Strategies Recommendations applicant a copy or the job description. The next step in recruitment is to prepare a job application form. This will ensure that the correct information is provided to the applicants in regard to the working in the limousine business. The final step in the recruitment process is developing a limousine driver training and employee placement package. The training and placement package will assist in helping management and employee to move forward after the hiring process is complete. Interviewing After applicants have submitted his or her application and each application is carefully reviewed, a formal interview should follow for qualified candidates. Conducting formal interviews are important because it will assist the hiring manager and the applicant the opportunity to evaluate the positions working conditions. According to Cascio (2013), when conducting the proper interview it is important to follow the following steps: Have a comprehensive list of questions to ask applicant in a flexible method. Prepare for the interview and select a designated time in a quiet location. Pay close attention to applicants and listen to his or he answers with an opened mind. It is important to avoid interruptions and answering the phone when conducting a formal interview. It is also important to avoid making promises to potential applicants including promising applicants that someone will contact them with the results. If promised it is proper to do so to avoid misrepresenting or misleading the applicant. In addition to conducting a proper interview it is necessary to evaluate appearance, character, communication, intellect, education, knowledge, talents and potential for furthering his or her development and determination.

Selecting Candidates

Recruitment and Selection Strategies Recommendations After the interview process, potential employees would move on the next step which would consist of forming an analysis to include information gathered in the formal interview as well as each potential applicant driving skills, background check, and a review of his or her motor vehicle records if applicable. This will assist in providing adequate information on each applicant and help in selecting the correct candidates for the job. Conclusion Selecting the correct candidate is an important strategy for Landslide Limousine. Although some applicants have an adequate work history, it is important that management recruit the most qualified, well rounded candidates who not only have the experience but will also carry out a good work relationship, maintain the integrity of the company and have the right attitude. The probabilities of a business's accomplishing its goals and objective increases when hiring managers hire individuals who have a respectable attitude and are easily motivated. It is easy to train an employees for excellent, however, it is impossible to train an employee how to have a respectable attitude and motivation (Cascio, 2013).

Recruitment and Selection Strategies Recommendations References Cascio, W. F. (2013). Managing Human Resources: Productivity, Quality of Work Life, Profits (9th ed.) Boston, MA: McGraw-Hill/Irwin EEOC (2014). Discrimination by Type, retrieved from http://www.eeoc.gov/laws/types/index.cfm