Berk Commercial Construction Business Plan
Clapton Commercial Construction
Recruitment and Selection Strategies
Lisa Schmidt
HRM/531
Anne Selcer
Clapton Commercial Constructions expansion into
Arizona will require the organization to implement a recruitment and selection strategy plan. The proposed plan will include organizational goals, forecasted demographic changes, 5 year workforce projection, diversity objectives, branding, recruiting, testing, training and relevant employment laws.
Organizational Goals
20% workforce expansion
Understand local culture
Effective recruitment strategy
Demographic Changes
2.5 % expected job growth
Low mortgage rates
High unemployment
Large pool of skilled workers
5 Year Workforce Projection
37% expected population
growth
20% yearly increase in employees
Workforce Diversity Objectives
Organizational Employment Needs
Job Descriptions
Applicant qualifications
Examine Equal Rights Laws
Organizational Branding
Communication
Attract Top Candidates
Value in Service
Methods for Recruiting
Internal Recruiting
External Recruiting
Local Media
Educational Institutions
Social Media
Job Fairs
Staffing Agencies
Screening & Interviewing
Position Testing
Background Check
Drug Testing
Behavioral Based Interviews
Testing Procedures
Cognitive Tests
Physical Ability Tests
Sample Job Tasks
Interview Process
Before the Interview
During the Interview
After the Interview
Selection Methods
Review Applicant Files
Initialize an Offer
Finalize the Offer
Impact of Organizational Diversity
Cultural diversity will have a positive impact on the organization. It will allow for a diverse set of ideas that will benefits the dynamics of the organization. To ensure a positive influence the company educate employees on diversity and how to appreciate different cultures. Learning programs will reinforce the companies values regarding a diverse work environment.
Recruitment & Selection Laws
The Civil Rights Acts , Title VII
The Fair Labor Standards Act of 1938
The Equal Pay Act of 1963
The Age Discrimination in Employment Act of 1967
Immigration Reform and Control Act of 1986
The American with Disabilities Act of 1990
In Conclusion
Clapton Commercial Construction must realize the impact that poor hiring practices can have on the business. The recruitment and selection plan will ensure that the organization is complying with employment laws and recruiting the best employees for the job.
References
Bresnen, M.J., Ford, J.R., Bryman, A.E., Keil, E.T., Bearsworth, A.D., &
Wray, K. (1986) Labour recruitment strategies and selection practices on construction sites. Construction Management & Economics, 4(1), 37.
Arvey, R.D., & Renz, G.L. (1992). Fairness in the Selection of Employees.
Journal of Business Ethics, 11(5/6), 331-340
Cascio, W.F. (2013). Managing Human Resources: Productivity, Quality of
Work Life, Profits (9th ed.) Boston, MA: McGraw-Hill/Irwin.
Arizona Department of Labor (2014). Retrieved from
Http://www.ica.state.az.us/Labor/Labor_main.aspx
Recruitment and Selection Strategies
Lisa Schmidt
HRM/531
Anne Selcer
Clapton Commercial Constructions expansion into
Arizona will require the organization to implement a recruitment and selection strategy plan. The proposed plan will include organizational goals, forecasted demographic changes, 5 year workforce projection, diversity objectives, branding, recruiting, testing, training and relevant employment laws.
Organizational Goals
20% workforce expansion
Understand local culture
Effective recruitment strategy
Demographic Changes
2.5 % expected job growth
Low mortgage rates
High unemployment
Large pool of skilled workers
5 Year Workforce Projection
37% expected population
growth
20% yearly increase in employees
Workforce Diversity Objectives
Organizational Employment Needs
Job Descriptions
Applicant qualifications
Examine Equal Rights Laws
Organizational Branding
Communication
Attract Top Candidates
Value in Service
Methods for Recruiting
Internal Recruiting
External Recruiting
Local Media
Educational Institutions
Social Media
Job Fairs
Staffing Agencies
Screening & Interviewing
Position Testing
Background Check
Drug Testing
Behavioral Based Interviews
Testing Procedures
Cognitive Tests
Physical Ability Tests
Sample Job Tasks
Interview Process
Before the Interview
During the Interview
After the Interview
Selection Methods
Review Applicant Files
Initialize an Offer
Finalize the Offer
Impact of Organizational Diversity
Cultural diversity will have a positive impact on the organization. It will allow for a diverse set of ideas that will benefits the dynamics of the organization. To ensure a positive influence the company educate employees on diversity and how to appreciate different cultures. Learning programs will reinforce the companies values regarding a diverse work environment.
Recruitment & Selection Laws
The Civil Rights Acts , Title VII
The Fair Labor Standards Act of 1938
The Equal Pay Act of 1963
The Age Discrimination in Employment Act of 1967
Immigration Reform and Control Act of 1986
The American with Disabilities Act of 1990
In Conclusion
Clapton Commercial Construction must realize the impact that poor hiring practices can have on the business. The recruitment and selection plan will ensure that the organization is complying with employment laws and recruiting the best employees for the job.
References
Bresnen, M.J., Ford, J.R., Bryman, A.E., Keil, E.T., Bearsworth, A.D., &
Wray, K. (1986) Labour recruitment strategies and selection practices on construction sites. Construction Management & Economics, 4(1), 37.
Arvey, R.D., & Renz, G.L. (1992). Fairness in the Selection of Employees.
Journal of Business Ethics, 11(5/6), 331-340
Cascio, W.F. (2013). Managing Human Resources: Productivity, Quality of
Work Life, Profits (9th ed.) Boston, MA: McGraw-Hill/Irwin.
Arizona Department of Labor (2014). Retrieved from
Http://www.ica.state.az.us/Labor/Labor_main.aspx