Cirque Du Soleil
Cirque du Soleil Recruitment Analysis
Introduction
“Cirque du Soleil is a multifaceted creative workforce” encompassing “imaginary worlds, art forms from around the world, acting, acrobatic performance, dance, daring, dexterity, and grace” (Cirque du Soleil, 2010). Putting together the right workforce to achieve this result is not necessarily an easy feat. This paper will explore the recruitment decision-making process for attracting job candidates (demand) from the available labor force (supply). Cirque du Soleil (CdS) is in the same position all other organizations are in – they must be able to attract a sufficient number of prospective employees (candidates) with the abilities and aptitudes (knowledge, skills and abilities) needed to achieve its objectives and carry out its core mission and values. Ensuring an effective selection process starts with the development of an effective recruitment program, finding the right techniques and asking the right questions in order to make the decisions as to where, when and how to recruit.
Analysis
According to CdS’s website, the process of finding new talent for CdS is a long and involved process that can take years. To begin, an answer to the question of how to generate a sufficient pool of candidates to meet the needs of CdS’s current and future workforce requires some thought before moving forward with any recruitment initiative. Sources of recruitment run the gamut, each with their own pros and cons. The six identified for this paper include the use of the CdS’s career website, recruitment at Olympic games/sporting events, use of an employment agency, attendance at job fairs (i.e.: “Red Curtain Events”), use of an employee referral program, and recruitment from circus schools from around the world. In addition, it is important to use decision-making criteria when choosing the appropriate recruitment source. Consideration should be given to hiring internally versus externally, forecasts, timelines for hiring, the
Introduction
“Cirque du Soleil is a multifaceted creative workforce” encompassing “imaginary worlds, art forms from around the world, acting, acrobatic performance, dance, daring, dexterity, and grace” (Cirque du Soleil, 2010). Putting together the right workforce to achieve this result is not necessarily an easy feat. This paper will explore the recruitment decision-making process for attracting job candidates (demand) from the available labor force (supply). Cirque du Soleil (CdS) is in the same position all other organizations are in – they must be able to attract a sufficient number of prospective employees (candidates) with the abilities and aptitudes (knowledge, skills and abilities) needed to achieve its objectives and carry out its core mission and values. Ensuring an effective selection process starts with the development of an effective recruitment program, finding the right techniques and asking the right questions in order to make the decisions as to where, when and how to recruit.
Analysis
According to CdS’s website, the process of finding new talent for CdS is a long and involved process that can take years. To begin, an answer to the question of how to generate a sufficient pool of candidates to meet the needs of CdS’s current and future workforce requires some thought before moving forward with any recruitment initiative. Sources of recruitment run the gamut, each with their own pros and cons. The six identified for this paper include the use of the CdS’s career website, recruitment at Olympic games/sporting events, use of an employment agency, attendance at job fairs (i.e.: “Red Curtain Events”), use of an employee referral program, and recruitment from circus schools from around the world. In addition, it is important to use decision-making criteria when choosing the appropriate recruitment source. Consideration should be given to hiring internally versus externally, forecasts, timelines for hiring, the
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