Recruitment and Selection Strategies Recommendations - Example

Topic: Recruitment and Selection Strategies Recommendations Introduction It is important to consider and remember that diversity, equal employment opportunities and affirmative action are not supposed to be perceived to be separate actions or inventiveness when conducting recruitment and selection in the company. As a matter of fact, they are very important factors and main variables which are entrenched in each of the phases throughout the process so that excellence can be arrived at. Organizational goals The company should be able to come up with a report that will highlight the future that it aims to realize which should have a description of the accomplishments that it wishes to realize. These may take two approaches in that, they may be either strategic, which will entail wide-reaching statements of where the company aims to be at a future point or tactical which will define particular results that are short-term for units that exist in the company. This will provide motivation within the company as well as commitment while providing a guide for action and a means for evaluating the performance (Rainey, 2009). The goals of the limousine company that is too start in Texas should be to provide transportation for its clients to businesses, private parties and any other functions and destinations that they want at rates that are competitive and market friendly. The company will also strive to be the pacesetter in this field by setting standards of outstanding customer service while making sure that safety and luxury for the customers remains a priority. The company should always try to surpass the expectations that the clients will have. The quality of the vehicles should always be the best and the chauffeurs qualified enough to attend to the personal and professional needs of the clients and also make sure that the clients are comfortable and satisfied. All this will be aimed at ensuring that the customer will get the ultimate limousine experience while making dependable and timely door to door transportation services available to the clients. Forecasted demographic changes In Austin, Texas no particular ethnic or demographic groups exists as the majority when the population of the city is considered and the Anglo segment of the population in the city has also dropped below fifty percent and is expected to there at least for the foreseeable future. There has been a significant growth in the population of the Latinos and Asians which has surpassed the rate of growth of the Anglo population. With the exception of a few neighborhoods, most of the city is becoming almost devoid of households where the people are married and have children and this is still progressively declining. The number of families with children is on the increase but the number of households that have children is progressively decreasing and this has a considerable impact on the schools that operate in the city. The share of the population that is characterized by African Americans continues to decline even though their absolute number in the population keeps rising while the share of population that is characterized by the Hispanic people keeps rising as a result of a huge influx that is necessitated by a variety of reasons. The Asian population has also shown growth that is significant and they mainly come to the city attracted by entrepreneurial opportunities that they can find there. Austin can be considered to be a very attractive place in terms of the natural beauty and also the way that it has been able to attract a lot of people. The special attributes that are associated with this city are drawn from its physical setting along the Balcones Escarpment which is a city that exists between the coastal plains and outstanding cliffs, canyons and rolling hills. It is also situated at the edge of the Chihuahuan desert where it emerges as a physical and cultural oasis that is comprised of people who are hard working and entrepreneurial who come from all corners of the globe. The economic development driver of the city is the class that it offers and the diverse demographic framework enriches the class associated with it. Analysis of projected workforce needs The company will require employees that have soft skills in that they can be able to adhere to timelines, are responsible; have integrity and self esteem among other attributes such as interpersonal skills and teamwork. When the company will be recruiting staff it will pay attention to this attributes. It will also consider occupational skills which will be job specific and will vary depending on the position that a person will wish to be recruited for. Employees that will lack a blend of these skills will be required to upgrade them before they can continue working for the company. Workforce diversity objectives The efforts that are aimed at addressing the issues that are related to diversity in the workplace more often than not develop in part as a result of the concern about how companies treat women and the members of the ethnic groups that are non-white. As a result of this, there might be an association of prevailing efforts directed at the management of diversity with programs that have been employed to intentionally develop more diversity in the company (Jackson, 1992). The company will have to encourage commitment to making the workforce that will be employed as diverse as possible through encouraging leadership which will develop an environment that will be characterized by inclusion and value differences while clearly assigning value resources to the activities that are associated with diversity in the company. The employees will also have to be trained in intercultural communication so that any differences can be addressed in case there is a communication failure that may come up. The company will also strive to make sure that it always follows the demographics that characterize the population of the city so that it can ensure that there is representation for all the different people in the workplace. This will help the company to identify the gaps and needs that may be there in the skills and further develop a succession plan strategy. The outcome of this will help the managers to direct particular efforts in specific places and come up with a high performance company. Organizational branding The importance that is associated with organizational branding as a means through a company is able to create relationships with its environment in a tactical manner was time and again uncared for in the past and was eclipsed by marketing and campaign techniques (Schultz, Antorini & Csaba, 2005). Branding for the company will start by identifying the commitments and purposes that it has since the creation of a development brand is inextricably connected to the business which means that the whole company should be part of the branding. The company will take care of its branding needs through designing business cards, and brochures as well as putting up a website that will be aimed at making the potential customers aware that the company exists. Information on how to contact the company and the services that it offers will also be contained in the brochures, business cards and in the website. The branding strategy will develop a guide that the employees at the company will be supposed to follow so that the company can accomplish a consistent look Methods for recruiting Candidates The recruitment methods to be used can include placing advertisements in the local newspapers and also on the internet and enlisting the services of employment and executive recruitment agencies. The company will also use social media and other contemporary media approaches that will target the most favorable candidates that will be required to fill the positions that are available. In the advertisements that will be placed in the print media and also on the internet, the company will make sure that it advertizes in places in the places that are likely to attract the particular type of candidates that are being sought. The advertisements will typically include vital information such as the location of the company, the job title, the description of the job, the compensation package that comes with it and instructions on the way the job can be applied for. Through the employment and recruitment agencies, the company will be able to save the hustle that comes with the screening of resumes, assessing the qualifications of the candidates that turn up and confirming the references. These recruiters provide this service for a fee and they deal with particular areas of employment. The company will therefore approach the agency that will have the best reputation for the provision of this service. Since social media and other new media provide a network that is global, it can be a very prolific resource as far as recruitment of candidates is concerned. The company will use the popular networking sites, to find and get introductions to qualified candidates for the available positions. Selection of candidates will involve a combination of processes that will lead to making choices on which of the candidates will become a part of the company. Systematic processes will be applied in the assessment that will be aimed at understanding the performance of the individuals or groups that will turn up to be assessed (Edenborough, 2007). Screening and interviewing the candidates There are three main methods that the company can use to screen the candidates that will respond to the advertisement that it will have placed which will include examining and confirming the references that the candidates will have, asking the candidates to take part in psychometric tests and asking the candidates to perform a work-related assessment (Cadman & Open College, 1996). Generally, the traditional ways that have always been used to conduct interviews when a company wants to hire new staff has been criticized as not being the method of predicting whether the person that is being interviewed is the best suited for the job (Cowling & Mailer, 1998). The processes employed are lengthy and they begin emmediately the applications are received. The application letters and cover letters are supposed to be assessed against predetermined set of criteria and its is also not very important not to expect too much from the documents that are presented since they are only supposed to determine whether the candidate has the required skills. The candidates can be screened through the phone screen which entails a series of questions that will be open ended which will be specific to the job that is being applied for and it should be able to cover all the required competencies in order to develop a baseline knowledge of the candidate. The candidates can also be subjected to the in-person interview which the company can use if the number of candidates will be small. These interviews are supposed to last at least forty five minutes and should have the hiring manager and other company representatives present. There are a number of questions that can be used to find out whether the candidate has problem solving skills and judgment and these questions are generally referred to as situation questions. The company deal with this part of the interviews, the company will create a scenario that commonly occurs in the job and find out from the applicant how they are able to handle it. The candidates will also be asked if they have ever come across such a situation in the jobs that they held before. After the company has been able to identify the candidates that it thinks are suitable, it is supposed to conduct follow up interviews so that it can be sure of the choices that it has made. The references and the background will also be checked at this point to make sure that that the hiring decision that has been made is the best and also get an insight in the way that a candidate is supposed to be handled. References Cadman, E., & Open College (Didsbury, Manchester, England) (1996). Selecting the right people. Didsbury: Open College. Cowling, A. G. & Mailer, C. J. B. (1998). Managing human resources. London: Arnold. Edenborough, R. (2007). Assessment methods in recruitment, selection & performance. London: Kogan Page Ltd. Jackson, S. E. (1992). Diversity in the workplace. New York: Guilford Press. Rainey, H. G. (2009). Understanding and managing public organizations. San Francisco, CA: Jossey-Bass. Schultz, M., Antorini, Y. M. & Csaba, F. F. (2005). Corporate branding. Køge, Denmark: Copenhagen Business School Press. Read More