Hrm 531 Recruitment And Selection Strategies Research Paper
Recruitment and Selection Strategies
Raven Turner
HRM/531 – Human Capital Management
February 4, 2015
Christopher Jacques
Recruitment and Selection Strategies
The process of recruiting is crucial when adding value to the organization, branding the organization, creating and complimenting the culture of the organization, and attracting those employees with the attributes to contribute to meeting the goals set forth by the organization. Recruitment is competitive and a form of business contest requiring strategies to attract, hire, and identify the most qualified employees (Cascio, 2012). In an effort to meet the objectives of the Landslide Limousine Services throughout the recruitment and selection process, Atwood and Allen Consulting will make recommendations to create strategies in the process that aligns with the …show more content…
organizational goals of LLS. Additional recommendations to LLS will consist of a forecast identifying demographic changes; a five-year analysis of projected workforce needs and diversity; organizational branding; and methods for recruiting, screening, and selecting candidates.
Organizational Goals and Branding
The organizational goals determines the brand of the organization; meaning, the type of culture the organization wishes to establish, the objectives set forth, and the characteristics the organizations strives to attain. A strong brand is about building and maintaining strong perceptions in the minds of customers ("Understanding the Purpose of a Corporate Branding Strategy", 2001-2015). Identifying the organizational goals is the most important step in developing recruitment and selection strategies. The criteria for developing recruiting and selection strategies depend on needs, goals, and organizational objectives. The organizational goals set forth by LLS are as follows: 1). $50,000 revenue in first year 2). Maintain -5% revenue growth for the first year and 4). Maintain 10% turnover rate. Additionally, AAC suggest that LLS create and develop the mission and values of the organization to brand the company to align with their objectives.
Forecasted Demographic Changes Forecasted demographic changes in the workplace will take place over years to come resulting in the emerging growth rate of Latino and Asian household that exceeds other ethnic groups. For example African Americans made up around 15% of the city’s population and currently African American represent a mere 5% of the city’s population and constitute the smallest minority group in the city. The Hispanic population in the 1990 was under 23%, the census 2000 figure was almost 31% and currently the population is 35%. Among the effects on the total population, the huge influx of Hispanic families into Austin, with higher than average household size and more children per household has acted to increase in the city’s median age, keeping Austin one of the youngest cities in the country. As with the Asian population they have almost doubled by jumping from 3.3% in the nineties to almost 5% by 2000 and now stands near 6.5% today. (("Top Ten Demographic Trends In Austin, Texas", n.d.).
5 Year Analysis An analysis of projected workforce needs for the next 5 years will be based on the organization goals as well as demographic changes to both the work force, economy as well as industrialization. In the upcoming years the organization will have to adapt and amend organizational goals to meet the needs to cope with the change in demographics. Specifically the State of Texas where the current Occupational Trend is STEM (Science, Technology, Engineering, Math) ("Occupational Trends", n.d.). By identifying and following the trends of the economy, work force and unemployment rates this will assist the organization in predicting changes to come. Knowing these trends, Landslide Limousine Services will be able to stay one step ahead of its competition.
Workforce Diversity Objectives According to Cascio (2012), organizations should drive diversity throughout the organization and require an integration of diversity throughout the business plans. Furthermore, Cascio (2012), suggests that leaders putting forth the effort should have expertise in acquiring diverse clients by creating a diverse workforce. The diverse workplace offers the company an opportunity to obtain and influence potential employees offering a variety of perspectives and experiences within the workplace with unique lifestyles, preferences, and cultural backgrounds. The change in workforce diversity offers differences and similarities in areas such as race, age, gender, and skills. Following the analysis of the demographic changes and the projected workforce needs for the next five years, recommended workforce diversity objectives for LLS are as follows:
1. Build the workforce diversity plan around the objectives of the business
2. Implement a workforce diversity plan within the organization valuing the differences among employees
3. Create and strongly encourage a culture to appreciate the similarities and value the differences in beliefs, backgrounds, physical abilities and skills
4. Provide diversity training classes once a year in an effort to become familiar with the ongoing changes within the workforce regarding diversity
5. Provide training for employees that includes the ability to cope with cultural differences and encourage cross-cultural training activities
6. Implement a mandatory meeting at least six times a year to encourage familiarity of differences in opinion, ideas, culture, and skills
7. Enforce the equal opportunity laws prohibiting discrimination in the hiring process and within the workforce
Methods for Recruiting and Screening Candidates
Recruitment is an very important aspect requiring job analysis; workforce-planning activities such as identifying the type of work, characteristics necessary to complete the work, and skills or abilities of potential candidates (Cascio, 2012). Therefore, developing strategies for recruiting and screening are imperative when selecting employees that will align with the culture of the organization. When evaluating possible strategies, review the organization’s objectives, determine the required skills needed to meet those objectives, and establish a process to identify the best potential candidates in the selection process.
The recruitment process involves: 1).
Job analysis – the requirements to complete the job such as number of people, tasks, and skills. 2). Strategic workforce planning – the requirements of human resources. 3). Recruitment – planning and operational control which involves gathering qualified candidates. 4). Initial Screening – narrowing the pool of qualified candidates with interviews, reference checks, recommendations, and application forms (Cascio, 2012). Knowing this, the following methods for recruiting and screening candidates for LLS should include an overview of the expectations of the organizational goals; the number of employees that should be staffed at any given time; and determine the chain of command. In doing this, LLS can identify the requirements of the job, establish the requirements for interviewing and testing, and classify the necessary skills for each applicant. Following this, LLS should consider methods to recruit qualified candidates by hosting job fairs, submitting job posts on websites such as http://www.careerbuilder.com and http://www.indeed.com, local newspaper and contact employment agencies available in
Austin.
Screening the candidate is an important aspect in the hiring process. Recommendations for LLS’s screening methods include individual and operation analysis in an effort to match skill and requirements of the job; screening through social media sites such as Facebook and LinkedIn; and personality tests to ensure the potential candidate aligns with the organizational culture. According to Cascio (2012), further screening methods are recommendations, references, and background checks to provide education and background; interpersonal and character competence; the ability to perform, and the possibility for rehire with previous employees.
Interview Methods
AAC recommends the assessment-center method, a process evaluating the potential of each candidate based on the following three sources: 1). Techniques assessing and evaluating mental abilities, results of situational tests, and an inventory of the interest of the candidate 2). Differentiate between the candidates ineffective and effective behaviors with the use of standardized methods and 3). Rate the behavior of each candidate with pooled judgments (Cascio, 2012). Aligning the interview methods to meet organizational goals, LLS should review the work history of each candidate including length of employment, which will encourage the maintenance of the retention or turnover rate; and identify previous accomplishments of each candidate, which will assist in maintaining the 5% revenue growth.
Testing Procedures As with the interview method, testing procedures are also imperative in identifying the right candidate for the job, analyzing skills of the applicants and requirements of the job, and identifying skill gaps for candidates chosen in the selection process. The first step in developing testing methods for job applicants for LLS is to establish a policy outlining the testing procedures including the types of tests, scoring system, validity, and reliability of the tests. According to Cascio (2012), inconsistency to some degree is present in all measurement situations; therefore, testing procedures are standardized in terms of scoring, administration, and content.
Interview Process Considerations
Many interview process considerations exist to match the ideal candidate with the requirements of the job. However, as technology advance and the objectives of the organization change, create implementations of the interview process that can provide a better visual of the abilities of the candidate. For example, LLS can narrow the number of candidates to match skill sets of the individual to the requirements of the job by implementing a knowledge skills/assessment test. The test will measure the potential employee ability to communicate orally with customers. In an effort to eliminate costs and time involved in recruiting and selection; implement the knowledge skills/assessment test in the beginning of the interviewing process. In addition to this recommendation and provided the candidate pass the test, LLS can proceed with an interview process basing the interview questions on the results of the job analysis; ask each candidate the same general questions; use rating scales with behavioral descriptions; and take notes focusing on the information gathered from the candidates (Cascio, 2012).
Methods for Selecting Candidates The selection process is crucial to the success of the organization. Employers have a variety of methods for selecting job applicants depending upon the type or job, requirements, and needs to fulfill the organizational goals and objectives. Following recruitment and initial screening, rate the selection of applicants on testing such as drug screening, personality testing, personal references, and employment history. However, due to organization being fairly new the recommendation for LLS is to select candidates who have experience in chauffeuring and customer service in addition to, drug screening, personality tests, employment history, and references.
Meeting the objectives and needs of Landslide Limousine Service, Atwood and Allen Consulting made recommendations and suggested strategies aiding in the recruitment and selection process during an opening of a limousine service in the Austin area. The recommendations consist of methods for screening and interviewing candidates; testing procedures and interview process considerations; an analysis of projected workforce needs; and methods for selecting candidates. With careful consideration and implementation of the suggested recruitment and selection methods, LLS will acquire qualified candidates to aid in meeting the goals of the organization.
References
Cascio, W. F. (2013). Managing Human Resources: Productivity, Quality of Work Life, Profits (9th ed.) Boston, MA: McGraw-Hill/Irwin.
Understanding the Purpose of a Corporate Branding Strategy. (2001-2015). Retrieved on January 31, 2015 from http://www.brandchannel.com
Top Ten Demographic Trends In Austin, Texas. (n.d.). Retrieved on January 31, 2015 from http://www.austintexas.gov
Occupational Trends. (n.d.). Retrieved on February 2, 2015 from http://www.thetexaseconomy.org
Raven Turner
HRM/531 – Human Capital Management
February 4, 2015
Christopher Jacques
Recruitment and Selection Strategies
The process of recruiting is crucial when adding value to the organization, branding the organization, creating and complimenting the culture of the organization, and attracting those employees with the attributes to contribute to meeting the goals set forth by the organization. Recruitment is competitive and a form of business contest requiring strategies to attract, hire, and identify the most qualified employees (Cascio, 2012). In an effort to meet the objectives of the Landslide Limousine Services throughout the recruitment and selection process, Atwood and Allen Consulting will make recommendations to create strategies in the process that aligns with the …show more content…
organizational goals of LLS. Additional recommendations to LLS will consist of a forecast identifying demographic changes; a five-year analysis of projected workforce needs and diversity; organizational branding; and methods for recruiting, screening, and selecting candidates.
Organizational Goals and Branding
The organizational goals determines the brand of the organization; meaning, the type of culture the organization wishes to establish, the objectives set forth, and the characteristics the organizations strives to attain. A strong brand is about building and maintaining strong perceptions in the minds of customers ("Understanding the Purpose of a Corporate Branding Strategy", 2001-2015). Identifying the organizational goals is the most important step in developing recruitment and selection strategies. The criteria for developing recruiting and selection strategies depend on needs, goals, and organizational objectives. The organizational goals set forth by LLS are as follows: 1). $50,000 revenue in first year 2). Maintain -5% revenue growth for the first year and 4). Maintain 10% turnover rate. Additionally, AAC suggest that LLS create and develop the mission and values of the organization to brand the company to align with their objectives.
Forecasted Demographic Changes Forecasted demographic changes in the workplace will take place over years to come resulting in the emerging growth rate of Latino and Asian household that exceeds other ethnic groups. For example African Americans made up around 15% of the city’s population and currently African American represent a mere 5% of the city’s population and constitute the smallest minority group in the city. The Hispanic population in the 1990 was under 23%, the census 2000 figure was almost 31% and currently the population is 35%. Among the effects on the total population, the huge influx of Hispanic families into Austin, with higher than average household size and more children per household has acted to increase in the city’s median age, keeping Austin one of the youngest cities in the country. As with the Asian population they have almost doubled by jumping from 3.3% in the nineties to almost 5% by 2000 and now stands near 6.5% today. (("Top Ten Demographic Trends In Austin, Texas", n.d.).
5 Year Analysis An analysis of projected workforce needs for the next 5 years will be based on the organization goals as well as demographic changes to both the work force, economy as well as industrialization. In the upcoming years the organization will have to adapt and amend organizational goals to meet the needs to cope with the change in demographics. Specifically the State of Texas where the current Occupational Trend is STEM (Science, Technology, Engineering, Math) ("Occupational Trends", n.d.). By identifying and following the trends of the economy, work force and unemployment rates this will assist the organization in predicting changes to come. Knowing these trends, Landslide Limousine Services will be able to stay one step ahead of its competition.
Workforce Diversity Objectives According to Cascio (2012), organizations should drive diversity throughout the organization and require an integration of diversity throughout the business plans. Furthermore, Cascio (2012), suggests that leaders putting forth the effort should have expertise in acquiring diverse clients by creating a diverse workforce. The diverse workplace offers the company an opportunity to obtain and influence potential employees offering a variety of perspectives and experiences within the workplace with unique lifestyles, preferences, and cultural backgrounds. The change in workforce diversity offers differences and similarities in areas such as race, age, gender, and skills. Following the analysis of the demographic changes and the projected workforce needs for the next five years, recommended workforce diversity objectives for LLS are as follows:
1. Build the workforce diversity plan around the objectives of the business
2. Implement a workforce diversity plan within the organization valuing the differences among employees
3. Create and strongly encourage a culture to appreciate the similarities and value the differences in beliefs, backgrounds, physical abilities and skills
4. Provide diversity training classes once a year in an effort to become familiar with the ongoing changes within the workforce regarding diversity
5. Provide training for employees that includes the ability to cope with cultural differences and encourage cross-cultural training activities
6. Implement a mandatory meeting at least six times a year to encourage familiarity of differences in opinion, ideas, culture, and skills
7. Enforce the equal opportunity laws prohibiting discrimination in the hiring process and within the workforce
Methods for Recruiting and Screening Candidates
Recruitment is an very important aspect requiring job analysis; workforce-planning activities such as identifying the type of work, characteristics necessary to complete the work, and skills or abilities of potential candidates (Cascio, 2012). Therefore, developing strategies for recruiting and screening are imperative when selecting employees that will align with the culture of the organization. When evaluating possible strategies, review the organization’s objectives, determine the required skills needed to meet those objectives, and establish a process to identify the best potential candidates in the selection process.
The recruitment process involves: 1).
Job analysis – the requirements to complete the job such as number of people, tasks, and skills. 2). Strategic workforce planning – the requirements of human resources. 3). Recruitment – planning and operational control which involves gathering qualified candidates. 4). Initial Screening – narrowing the pool of qualified candidates with interviews, reference checks, recommendations, and application forms (Cascio, 2012). Knowing this, the following methods for recruiting and screening candidates for LLS should include an overview of the expectations of the organizational goals; the number of employees that should be staffed at any given time; and determine the chain of command. In doing this, LLS can identify the requirements of the job, establish the requirements for interviewing and testing, and classify the necessary skills for each applicant. Following this, LLS should consider methods to recruit qualified candidates by hosting job fairs, submitting job posts on websites such as http://www.careerbuilder.com and http://www.indeed.com, local newspaper and contact employment agencies available in
Austin.
Screening the candidate is an important aspect in the hiring process. Recommendations for LLS’s screening methods include individual and operation analysis in an effort to match skill and requirements of the job; screening through social media sites such as Facebook and LinkedIn; and personality tests to ensure the potential candidate aligns with the organizational culture. According to Cascio (2012), further screening methods are recommendations, references, and background checks to provide education and background; interpersonal and character competence; the ability to perform, and the possibility for rehire with previous employees.
Interview Methods
AAC recommends the assessment-center method, a process evaluating the potential of each candidate based on the following three sources: 1). Techniques assessing and evaluating mental abilities, results of situational tests, and an inventory of the interest of the candidate 2). Differentiate between the candidates ineffective and effective behaviors with the use of standardized methods and 3). Rate the behavior of each candidate with pooled judgments (Cascio, 2012). Aligning the interview methods to meet organizational goals, LLS should review the work history of each candidate including length of employment, which will encourage the maintenance of the retention or turnover rate; and identify previous accomplishments of each candidate, which will assist in maintaining the 5% revenue growth.
Testing Procedures As with the interview method, testing procedures are also imperative in identifying the right candidate for the job, analyzing skills of the applicants and requirements of the job, and identifying skill gaps for candidates chosen in the selection process. The first step in developing testing methods for job applicants for LLS is to establish a policy outlining the testing procedures including the types of tests, scoring system, validity, and reliability of the tests. According to Cascio (2012), inconsistency to some degree is present in all measurement situations; therefore, testing procedures are standardized in terms of scoring, administration, and content.
Interview Process Considerations
Many interview process considerations exist to match the ideal candidate with the requirements of the job. However, as technology advance and the objectives of the organization change, create implementations of the interview process that can provide a better visual of the abilities of the candidate. For example, LLS can narrow the number of candidates to match skill sets of the individual to the requirements of the job by implementing a knowledge skills/assessment test. The test will measure the potential employee ability to communicate orally with customers. In an effort to eliminate costs and time involved in recruiting and selection; implement the knowledge skills/assessment test in the beginning of the interviewing process. In addition to this recommendation and provided the candidate pass the test, LLS can proceed with an interview process basing the interview questions on the results of the job analysis; ask each candidate the same general questions; use rating scales with behavioral descriptions; and take notes focusing on the information gathered from the candidates (Cascio, 2012).
Methods for Selecting Candidates The selection process is crucial to the success of the organization. Employers have a variety of methods for selecting job applicants depending upon the type or job, requirements, and needs to fulfill the organizational goals and objectives. Following recruitment and initial screening, rate the selection of applicants on testing such as drug screening, personality testing, personal references, and employment history. However, due to organization being fairly new the recommendation for LLS is to select candidates who have experience in chauffeuring and customer service in addition to, drug screening, personality tests, employment history, and references.
Meeting the objectives and needs of Landslide Limousine Service, Atwood and Allen Consulting made recommendations and suggested strategies aiding in the recruitment and selection process during an opening of a limousine service in the Austin area. The recommendations consist of methods for screening and interviewing candidates; testing procedures and interview process considerations; an analysis of projected workforce needs; and methods for selecting candidates. With careful consideration and implementation of the suggested recruitment and selection methods, LLS will acquire qualified candidates to aid in meeting the goals of the organization.
References
Cascio, W. F. (2013). Managing Human Resources: Productivity, Quality of Work Life, Profits (9th ed.) Boston, MA: McGraw-Hill/Irwin.
Understanding the Purpose of a Corporate Branding Strategy. (2001-2015). Retrieved on January 31, 2015 from http://www.brandchannel.com
Top Ten Demographic Trends In Austin, Texas. (n.d.). Retrieved on January 31, 2015 from http://www.austintexas.gov
Occupational Trends. (n.d.). Retrieved on February 2, 2015 from http://www.thetexaseconomy.org