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Recruitment and Selection Strategies Essay

rganizational goals: Mr. Stonefield, when choosing applicants that will be suitable matches for your limousine service can be accomplish by ensuring that you hire those individual that share similar views, values, and beliefs. By doing this you will not only benefit the company, you will see greater productivity from your employees and most of all loyal, long-term employees that express their satisfaction. If both Mr. Stonefield (the business) and the employee parallel in their thoughts, views, and strategic goals, there will be an aspiration for each individual to see through to the needs of their coworkers as well as the desire to see the business survive and thrive. Mr. Stonefield you will find that an employee will be loyal and give there 100%. Forecasted demographic changes: An analysis of projected workforce needs – for the next 5 years will need to be based on the businesses goals as well as demographic changes to both the work force, economy as well as industrialization.

By identifying and following the trends of the economy, work force and unemployment rates will assist the business in predicting changes to come. By knowing these trends Landslide Limousine Services may be able to stay one step ahead of its competitors. Workforce diversity objectives: In order for Landslide Limousine Services business to be triumphant and survive the initial start-up, the workforce must be diverse enough to compliment the targeted market and consumer base. With the marriage of the employees and the business goals it shows the consumers of this passenger transportation business that Landslide Limousine Services are striving to match individual interests. A survey and gain insight as to their patrons’ views and patterns. Drivers and chauffeurs will be able to customize and individualize the service they offer by knowing their clientele.

An example that comes to mind would be: a client is in Austin for business. This client enjoys theater productions. If a driver knows the likes and dislikes of his or her client then they can do research on what productions are happening during their clients stay and offer the information about what is going on in Austin. It is the belief that there are three elements in setting the motion for Mr. Stonefield’s business: First, Landslide Limousine should establish a strong commitment to the diversity in the workplace. This commitment needs to begin at the top and weaved within and through all employees who work for the company. It is advisable that Landslide’s senior and upper management model the behavior therefore showing that they are in full support and respect of diversity in the workplace.

Second, Landslide will need to understand and gain a precise insight to the businesses eagerness to move forward and keeping in touch with up to date demographics of the industry and the cultural diversity. Mr. Stonefield and his team must develop a workforce profile. By doing this they will gain an understanding of the workforce and the potential hiring pool. By profiling the workforce and the potential hiring pool allows for complete diversity that will be beneficial to all crucial positions and organizational elements. By researching and monitoring trends and workforce reports published quarterly and annually are great resources and sources of data in regards to employment movement. Researching social networks and potential employees can prove to be useful when making employment decisions and offers. Affirming that the employee are of the caliber both personally and professionally that Landslide wants as part of the team.

The outcome would be gaining a professional and a precise view of a company’s demographic profile. By combining and comparing this information will assist in planning and Landslide’s workforce model. This information will also assist Landslide in predicting potential future prospects for recruitment, hiring, and retention. Organizational branding: Landslide unlike any other business will need to frequently examine and revisit their organization’s corporate strategy, mission, image, and activities which will contribute to their organizational branding. Organizational branding is what a business exclusive and distinctive. This in itself will create distinguishing factors that will set itself apart from the competitors. By using and exploiting these methods and procedures, Landslide will be able to place its professionalism, persona and look in the mind of its clientele, potential clients and employees and thus creating and establishing an image that is transparent in what Landslide is and why it exists.

Methods for recruiting candidates: Initially, due to the fact that Landslide is a new business Mr. Stonefield will not be able to utilize the method of internal sourcing. However once the business is established and services are rendered Landslide will then be able to incorporate the process of internal sourcing for recruiting candidates. Internal sourcing consists of posting the vacated or new position in an easily and highly visible area within a business for current employees to view. Internal sourcing is a very valuable tool to use as it utilizes the internal candidate pool and is a cost saving measure for the business as current employees are at present employees of the company and is acquainted and accustomed to the culture of the business and allows the employee a feeling of “climbing the ladder” thus creating success for the employee as there will be little to no training and orientation for the new position. There is a potential disadvantage to internal sourcing, there may be a chance of stagnation as it does not allow for the potential for fresh new ideas that external sourcing may bring. Therefore it would be post haste of the marketing department to keep up with changes in the market and knowing what other similar businesses are doing.

As stated above another potential recruiting method is external sourcing. External sourcing focusing on utilizing outside sources for advertising for candidates. Landslide may want to advertise job openings and postings in the newspapers, local papers, Craig’s list, online,- internet job services, use local job boards and trade publication announcements. Examples of online job posting sites are LinkedIn, Craig’s List, Texas Job Services, Monster.com and CareerBuilders.com. External sourcing has many advantages as it is not limited to a captive audience, meaning current employees. It also allows for new views, thoughts and ideas in this ever changing business market and workforce.

External sourcing also has its disadvantages, that starting with a new employee means cost are incurred to train and orient them. It will take time for the new hire to learn the culture, ins and outs of the business. There needs to be a screening process during the initial application process that will screen out the individuals that would not be a fit for the company as well as screen out those individuals that would be a fit the company and its organizational culture. Another option is third-party sourcing.

This sourcing makes use of job placement agency to find qualified job candidates. The similar recruiting processes are used for third-party Sourcing as does external sourcing. However, one major difference is that a job placement agency is not a direct part of Landslide business itself. Landslide contracts with job placement agency(ies) to help identify potential qualified candidates. Third-party sourcing has its advantages: it will save Landslide time and funds by identifying qualified candidates. Another advantage is that Landslide may be able to minimize their human resources department so that HR employees can focus on hiring and training of the new hires. Dependent on the turnover rate of the company’s employees, Landslide may want to entertain the idea of identifying when hiring should be made.

This may be a process that is identified after one to two years of operations. By pinpointing norming and trends within the business will assist in recognizing when there is a higher need to fill positions. If possible to limit the times of hiring to only a certain period of time(s) during the year. Landslide will want to take into consideration its growth and level of employee turnover as well as the cost of contracting with a hiring agency that it may be appropriate to fluctuate between internal and external sourcing. There are also a number of other potential avenues of recruiting potential employees such as recruiting individuals that are retired and of retirement ages, contacting vocational rehabilitation services to employ individuals with disabilities, college fairs, job fairs and high school vocational classes.

Methods for screening candidates: There and multiple steps in the screening process. The initial screening conducted is during the internal, external sourcing the process is quick and unrefined selection method. Candidates submit applications and references. This screening process reviews the application, references and conducts background checks as well as interviews. Selection of candidates is time intensive as its process is more detailed and comprehensive than the initial screening. The actual selection process gives HR and the hiring managers a fuller view and insight of candidates by observing the individuals behavior. This behavioral screening can be obtained via having the candidate partake in a number of assessments such as job skills test and face to face interviews and gathering information as to the candidates’ character through reference and background checks. Interview methods:

There are many types of interview methods that Landslide could use. However the below are some suggested methods: 1) The first being a behavior-based interview: Through behavior-based interviews, Landslide will be able to gain insight about the candidate by asking scenario based or direct questions describing examples and situations they may have experienced and how they handled themselves. These interview questions give light to behaviors in past employment(s) allowing Landslide to potentially predict future behaviors. 2) Situational Interviews: Having candidate answer interview questions of a hypothetical nature.

Testing procedures:

Below are various testing method suggestions:

1) Ability tests: Tests the mental clerical, mechanical, physical, or technical ability to perform the essential functions of the job. 2) Knowledge tests: Measures candidates’ job-specific knowledge about the position. 3) Personality Inventories: Due to the need for some of Landslide’s personnel to be extraverted. For example an extremely introverted individual may not be a good match in driving individuals to and from their destinations. The position involve one on one human interaction. 4) Performance/Work sample tests: Test the candidate on actual work environment and performance. Interview process considerations:

1.Landslide should avoid illegal discrimination: As Mr. Stonefield stated he expects to hire 25 employees. It will be imperative that Landslide develop a working knowledge of all anti-discrimination laws and rules. Federal law prohibits discriminating on the basis of race, gender, pregnancy, national origin, religion, disability, and age. However Landslide will also become knowledgeable of local and state requirements to protect against discrimination. 2.Applicants have a right to privacy it is advisable that Landslide avoid asking questions that would infringe rights to privacy.

Such questions are about race, parentage and marital status 3.Landslide must follow federal and state guidelines and rules in regards to hiring immigrants. Landslide should ensure that they hire individuals that are documented citizens or legal aliens. Applicants must complete federally required documents such as I-9’s and W-4’s with supporting evidence. Landslide must make copies and inspect employee provided supporting documents to make sure they are legal and binding.

Methods for selecting candidates:

Since Landslide is a new business in the Austin, Texas area that they should start with advertising their job openings. The applicant selection begins through recruitment, either external sourcing or third party sourcing. At this point all resumes and applications are screened for only those qualified to continue to the next step. Those candidates are then interviewed. The next step begin with making contact with the applicant by telephone asking the applicant to commit to an in person interview. This initial telephone contact is one of many first impressions. Once the applicant interviews and passes they go forward to the testing portion of the hiring process.

Building diversity within Landslide Limousine Services will be extremely important. This will potentially widen the clientele base worldwide. When a client knows that the business is multilingual and culturally savvy. The clients will respect and patron Landslides services over and over again. Landslide will also be viewed as being a diverse workplace that honors all races and ethnicities. Various laws that must be considered when hiring – especially in a diverse workforce would be: The Age Discrimination in Employment Act of 1967, The Immigration Reform and Control Act of 1986, The Americans with Disabilities Act of 1990 Family and the Medical Leave Act of 1993 and Sexual Harassment.


Cascio, Wayne F. (2013). Managing Human Resources: Productivity, Quality of Work Life, Profits (Ninth Edition). New York, NY.

University of Phoenix (2013). Week Six Difficult Concepts. Retrieved on Saturday, December 14, 2013 at: https://ecampus.phoenix.edu/secure/aapd/Materials/IP/curriculum/sb/HRM531/week_6_video.asp

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