Recruitment and Selection Strategy in Alqased Elevator Company - Research Paper Example

“Recruitment and Selection Strategy” (Alqased Elevator Company) Sales manager: The major aim of a loyal sales manager shall be to move the company towards the development and to release the products of the company in markets in the most advantageous and profitable way. It is also the duty of Sales Manager to keep in view the financial conditions of the company and choose the way of marketing and transporting products according to it. The sales Managers are also believed to maintain the reputation of the company and hence the product. The sales Managers are responsible for good and satisfying communication between employees and customers. This paper will present that Algased Elevator Company is looking for sales manager to supervise salesmen who are working in the company. The difficulty in this position is that it is hard to find a person who has KSA because the candidates with the required qualification are not enough to aid the whole elevator industry. Alqased Elevator Company is located in Saudi Arabia. There are no much people who meet all the requirements set by the company according to the business needs. Therefore, the company will follow deference recruitment and selection strategy which attract applicants from in and outside the country. This essay will present the recruitment and selection strategy for Elevators Company’s for the post of a sales manager who should have some specific qualifications which approach to the company’s requirement.  Recruitment Technique: Recruitment is the method of recognizing and catching the attention of potential applicants from inside and outside an association to start reviewing them for approaching occupations. Once candidates are acknowledged, an association can move on to the selection procedure. This comprises gathering, computing, and evaluating records about applicants’ education for a particular work. The company applies these methods to enhance the probability of appointing individuals who hold the right expertise and talents to be doing well at their employments. In order to avoid the risk of employing wrong people for a specific task, there is a need to choose stronger and more efficient recruitment strategy (Porter & Fletcher, 1978). Especially, sales manager position in the Elevator Company requires a lot of information and careful examination of the candidate. Successful scheduling is the key to success in all fields of life. Planning the recruitment process help to make certain a positive effect with the advantages being: • Supporting to make sure the best sales manager is enlisted for the post. • Taking into consideration the requirements of the corporation. • Resourceful exercise of the time of selection board members. • Escalating the victory of catching the attention of right applicants In addition, Recruitment processes affect the company image as an employer and, sequentially, its skill to catch the attention of trained sales manager (Bechet & Walker, 1993). Recruitment planning puts forwards the concepts which are in favor of the applicants. The recruitment strategy should reveal the benefits of connecting to the firm before the potential applicant. Also Recruitment plan should include the necessary information about the exceptionality and distinctness of the company. The strategies used for advertisement or marketing of the company must be technological and strong. The plan should include an aim to recognize and magnetize the strongest and most efficient candidate for a particular post. All applicants should be evaluated properly by using selection strategies. Methods of Attracting Applicants: In order to find the right applicant for the right job, the firm requires a number of applicants with an interest to work and progress. To attract more and more applicants the advertising media should be widespread and broadly used. The job advertisement for the Sales manager position, in an Elevator Company, must have such a technique that ensures 80-90% applicants to apply for the position. The reason for such strong demand for an amazing advertisement is the lack of experienced Sales Managers in the Elevator manufacturing industry. Therefore, I will use three processes which, I believe, are suitable for this position. 1-Advertising: Choosing the most appropriate means of publicity and making a suitable advertisement to catch the attention of the widest range of applicants is covered in the managers’ selection strategy. The content of the advertisement plays a key role in attracting appropriate applicants. Advertisement designed for sales manager will frequently be done by the use of mainstream media. Newspaper, HR section shall make sure to publicize it on trade journals and other publications, whose readers would almost surely be sales experts. Additionally marketing in elevator journals has the advantage of getting applicants that would be valuable to the company department. Also there are other national and international newspaper which are famous and widely read, by the public and jobseekers, have to be used (Compton & Nankervis, 1998). Internet also works as a good and economic source for recruitment process. To overcome this challenge, many companies are looking to the internet to assist in the recruitment of applicants, particularly in steering applicants as this position through the initial screening stages far more quickly and cost effectively. “The use of internet sites could reduce the cost-per-hire from $3,295 for traditional advertising formats to $377 for online recruiting” (Bauer, Truxillo, Paronto, Weekley & Campion, 2004). This method is used by most of the high rated companies such as general motor ,Telstra, ANZ, Toyota etc. However, for the elevator field, there are specially designed websites which the elevator companies can use for advertising purposes, such as :- (www.e-elevatore.com)(www.elevator-world.com) On the other hand Donna rejects the proposal of using websites as an advertising source. There are a large number of websites working in the same area and this factor does not allow the candidate to concentrate on some particular job advertisement. It is better to advertise via companies, who send regular emails to the subscribers, rather than using websites (Donna, 2000). However, Maxwell (2004) has given priority to other recruitment strategies rather than advertising in the journals. Mary Maxwell includes employ referral programs (it suggests offering the current employees $1,000 for each referral hired and paying half amount of the reward at the time of hiring the referral and the other half after the completion of six months of referral’s employment), recruitment campaigns (working with marketing departments and advertising via pamphlets, posters and other material pointing towards the benefits provided by your organization to the employees), scholarship and loan programs (giving loans on repayment bases to fresh graduates and undergraduates on the condition to work with your organization after they complete their studies) , former employees (keeping in-touch with the former efficient employees in order to give them a chance to join back) and a friendly HR department as effective recruitment strategies (Maxwell, 2004). This strategy does not ensure the success of the recruitment process. However, there are chances of its success. These strategies are more costly and less-efficient as compared to the strategy I have selected. 2 -Elevator’s companies meeting (meeting business): Another way of attracting applicants from the sales field will be through associations meetings that are held every six months to reciprocation the ideas and problems solving in various parts of the country. This is based on fact that association meetings allow members to advertise on positions available in their respective departments. In this case, the company will have posters indicating on the vacancy, requirements and job description. In addition, senior management will be available to answer questions that may arise in the process. This will also be an opportunity for the department to have company name more recognized within the associations, especially sales professionals that would be attracted to join the company. 2. Annually Elevator exhibition: Elevator world has a big exhibition every year. Based on this exhibition we find the opportunity to advertise in that period because most of the specialists, who work in this field, visit this event to observe the new opportunities and technologies and also to learn more and more because elevator standards continuously change and progress. In addition countries which take part in this event create websites for this exhibition to let the companies contact each other. By using that site we can bring the vacant positions into consideration of many experts. Selection technique: As discussed in previous sections of this paper, increasing the effectiveness of the selection process can deliver incredible gains. Not only does a robust selection process reduce the risk of the wrong hiring decision. It also increases the likelihood of being able to differentiate the high performers from the average performers. This is very important to reveal that only the highest caliber individuals would make it through to the latter stages of the recruitment and selection process. This part offers the path to obtain knowledge about the applicant and his potentials of holding the position of Sales manager. This section also includes brief information about the candidate’s behavior and skills which the company requires, based on application form, on line test and assessments methods. . The proper planning of this section greatly influences and develops an interest in him to work with the firm. This is also a chance for the selection team to provide him with the information that the results would base on merit rather than personal relationships. 1. On-line Application Forms: On-line application forms are now becoming more and more common in aiding the recruitment process. As I have mentioned before that Alqased Elevator Company requires a sales Manager having KSA in the elevator field so the applicant may be someone from Saudi Arabia and he may also be from some other country. This method is suitable for the applicants who want to apply from a far off country and cannot afford to take a risk of visiting the country for just a job application. The online application is designed to carry necessary information about the applicant in order to have information about his experience, skills and preferred working style. These evaluations allow the selection staff to choose the candidate for next step if he meets the requirements of the company. The on-line application form is designed to automatically screen out applicants who do not meet the company’s minimum selection criteria. Generally, only those applicants who are interested and motivated will take the time to complete the application thus reducing the number of applications received. However, there are some authors who don’t prefer this method, because they believe that on line applications are useful just for applicants who are regular users of computer and this will reduce applicants’ number. I agree with them somehow about this fact but in this position it is important to use that method because you need applicants from both inside and outside the country and also the company needs educated and applicants with computer knowledge to apply for this position To make a final decision the on line application form is the first step to evaluate the capability of the applicant for the specified post. To move to the next step the applicant must hold minimal requirements for the post of specified job. (This is mentioned in the job description) 2- On-line test: The use of technology in the first recruitment step has also opened a wide area of methods in making a selection decision. On-line cognitive ability testing has been introduced. This presents a cost and time effective method of screening large numbers of candidates. Before on-line testing was introduced candidates had to come to the company’s offices for testing. Travel costs as well as the time commitment was therefore considerable. However, by this method we will encourage most of applicants to apply for this position. The questions are related to job analysis and to find out if the candidate is suitable for the post of a Sales manager as the criteria set by the company. On the other hand, some authors declare that on line test does not give 100% accurate image of the candidates’ performance and ability. It is probable that some applicants take help from the experienced people to complete the test with excellent results. They may be wrong while applying it on some other field but for the post of Sales Manager in elevator field, the experienced and qualified Managers are welcomed with both hands and they prefer staying in the domestic companies rather than wasting their time in visiting other countries or cities. In contrast if they get a positive response from the online test, this is more probable that they would go for the next step. Therefore, I have chosen this step to attract the candidates for this position and encourage the applicant to work with me. 3- Assessment center: After evaluation of the test results and application form, the best candidates are quickly identified and are invited to the next stage of the selection process. Many companies involve an assessment centre as the next step. In addition to that some chief companies use these methods such as Telstra, General motor, ANZ bank etc... Although assessment centers require an important investment in time and resources, they present different advantages over and above the use of single methods such as an interview or the sole use of psychometric assessment. For example, some people interview well, while others are good at tests. The length and intensity of an assessment centre can ‘get behind the front a candidate presents’ to obtain a more accurate assessment of their true qualities and abilities. Many of the advantages surrounding validity and equity have been discussed in previous sections of this paper. However, from applicant and componential perspective, several key advantages and benefits should be noted. In short, in the first step which the application form will check if the minimum requirements have been observed in that applicant for example, if we require the minimum qualification as a bachelors degree, so an applicant having a degree lower than this grade will be omitted from the process. Then the second step will help by calculating the time taken by an applicant in answering to the specific questions if the candidate would not have that knowledge or would not be expert in the basics of the field he will lose his chance to continue. Last step assessment center which filters the most efficient candidates and singles out the candidates appropriate for the post. Making the decision: Decision making is most successful when the compilation of data regarding the applicants is performed in an ordered and organized style and then carefully calculated against fixed standards and values (job analysis). The selection panel makes a decision after closely examining the results of all candidates. The aim of panel is to select a most skilled and positive applicant for the position of sales manager in order to maintain and develop the reputation of the company. It is also describes in Joseph’s study that the main motive behind making the selection team is to evaluate the most qualified applicant for the job without biases and minority discrimination (Joseph, 2007). The applicants who pass all the steps will get the acceptance e-mail, then they are requested to send all of their documents with original by post to the company’s address to give the company members time to check and make a decision, however with the acceptance mail they would get a note that the acceptance e-mail does not mean that the final decision has been made. However it indicates that the applicant meets the requirements of the company. The final decision takes place after HR department checks the documents of all applicants’ then they would choose the applicant who will be best suitable for the company. . References: 1. Fenn, Donna. "Features - STAFFING - Scour Power - Smart Recruiters Are Turning the Internet Inside Out in Search of Employees." 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INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT. 12. 1-2 (2004): 135-148. 8. Porter, J. W., and William D. Fletcher. “Managerial staffing in the Middle East.” AMACOM, AMERICAN MANAGEMENT ASSOCIATIONS.(1978): 25-53. 9. Bechet, T. P., and J. W. Walker. "Aligning Staffing With Business Strategy." HUMAN RESOURCE PLANNING. 16. 2 (1993): 1. 10. Compton, R. L., and Alan R. Nankervis. Effective Recruitment & Selection Practices. Personnel management in practice series. North Ryde, N.S.W.: CCH Australia, 1998. 11. Werner P, J Cohen-Mansfield, V Koroknay, and J Braun. "Reducing Restraints. Impact on Staff Attitudes." Journal of Gerontological Nursing. 20. 12 (1994): 19-24. Read More