Premium Essay

Recruitment and Selection Strategies Recommendations

In: Business and Management

Submitted By Jataveius
Words 829
Pages 4
Recruitment and Selection Strategies Recommendations

Recruitment and Selection Strategies Recommendations With the expansion of Clapton Commercial Construction on the horizon, Atwood and Allen Consulting have created these recommendations for recruitment and selection. Clapton Commercial Construction will be expanding by twenty percent into Arizona, which is a new market for them. In this proposal we will discuss the need to recruit/select for the expansion project, the importance of diversity, how Clapton Commercial Construction can brand their organization, and how to legally recruit and select candidates. Once all these concepts are in place for Clapton Commercial Construction the company will be ready for the Arizona market.
Diverse workforce In order for Clapton Commercial Construction to succeed in a new market and meet the demands of their future clients, they will need to recruit. An increase of workforce by twenty percent will require an understanding of the employment need. To successfully meet your expansion need for the next five years, the company needs to understand the U.S. market. Your market is tight which means construction workers are in high demand. This will lead to a high talent pool with diverse ethnicity. “The United States workforce is diverse and becoming more so every year” (Casico, 2012). Your organization is part of the service economy. Clapton will employee a workforce that resembles their clients, this help with communication when language barriers exist and assist in providing a new set of talent not yet available to your organization. Clapton’s company brand should be seen as an organization that is concerned with reaching and enhancing your clients experiences by showing them how Clapton is culturally in tuned.
Over the next five years the company will go through an annual twenty percent employment increases…...

Similar Documents

Premium Essay

Recruitment and Selection

...1 Recruitment and Selection Wilbert McRae HRMP/531 May 20, 2013 Professor Mary Jo Payne Abstract Working for an organization such as Atwood and Allen Consulting Group, is a pleasure being able to venture to different parts of the United States and being able to go abroad globally making recommendations for different businesses whether it be small, medium, or large. The object of our firm is to make sure that all clients are situated in markets that are wanted and needed by their perspective customers. The client at the present time is Family Fun Centers, which is a bowling center, skating rink, and an arcade. The company is home based in New York, and they are expanding to Georgia. The consulting team recommended the move due to demographics and the wealth of the state. Economy on the rise and people need an outlet after working hard all week. After thoroughly researching the state of Georgia for my client ( The Family Fun Center), all recommendations made will be carried to the fullest and there is no doubt in my mind that my clients business will reach the goals, growth in size, growth in revenue, and increase their staffing process by more than 20%. They have already began receiving applications for the available positions. We recommended that they open the new center with a diverse culture, since Georgia is very diverse in culture. It was also suggested that they go in house and bring one of their general managers to the new location until a new general......

Words: 624 - Pages: 3

Premium Essay

Selection and Recruitment

...College of Public Administration and Development Studies Zamboanga City CRITIQUE PAPER IN PA206 The Hiring, Selection, and Recruitment of the Human Resource Department in Universidad de Zamboanga Zamboanga City Submitted by: Maelyn P. Marquez Submitted to: Ms. Socorro Rebecca B. Pelonia, Ed.D TABLE OF CONTENTS I. INTRODUCTION a. Overview b. Agency Background b.1. Objective b.2. Mission and Vision b.3. Programs and Services II. SCOPE AND LIMITATION III. CONTENTS IV. COMMENTS AND RECOMMENDATION V. REFERENCES INTRODUCTION Selection is defined as the process of choosing from a large group in order to make a choice out of it. It is a method of sourcing and screening applicants for recruitment. Recruitment on the other hand is defined as looking for someone as for service or employment. The basis of the recruitment is the selection process made after a thorough scrutiny and screening of all applicants who has the potential to make the job as needed by the company. In public office, the selection and recruitment is based on the qualifications set by the Civil Service Commission (CSC). It grants the aspirants the hope to make a job in public offices for public service but with the set standards of the commission. Public office in the same manner has the department or agency handling selection and recruitment for government service. But in private companies regardless of its nature has also set standards for qualified......

Words: 3829 - Pages: 16

Free Essay

531 Week 6 Recruitment Selection Strategies

...Kudler Fine Foods: Career Development Plan Summary In 1998, Kathy Kudler had a vision to start her own gourmet food shop. Over ten years later, her wish has been realized by Kathy and her business continues to be well received in the neighborhood. Now Kudler Fine Foods has a straight more daring vision to eventually become the premier gourmet grocery shop for everybody seeking the best meat, create, cheese, and wine. Kathy should form a management team effective at managing growth, if the firm is anticipated to develop past the three shops already in-operation. To satisfy this type of challenge, Kudler Fine Foods (KFF) is promoting a fresh team of workers, developing a mentoring program, efficiency evaluation method, compensation plan, and strategy for improving performance along with the professional goals of each and every worker. New Employee Positions Since the conception of the first Kudler Fine Foods, Kathy Kudler has been involved in every decision. In fact, not only has she made the decisions, but she has carried them out as well. The following positions reduce Kathy's individual responsibilities so she can oversee the opening of a new store and the future expansion of KFF across the region. Regional Manager The Regional Manager oversees all the currently operating stores and their store managers. The Regional Manager also maintains communication and directly reports with Kathy Kudler to keep her informed of store events and operations. The Regional Manager......

Words: 2201 - Pages: 9

Premium Essay

Recruitment and Selection

...which are the recruitment section and selection section. The analysis is done based on the human resources theories of recruitment and selection, and the theories are supported by the application practices in Deloitte Malaysia. In recruitment section, the theories of employer branding, e-recruitment & social media, university & campus recruitment, and recruitment & executive search firms are applied. As for the selection section, the theories of application form, interview, assessment centers, internships and reference/ background check are applied. 2.1 Recruitment Employer Branding Employer branding is the process of establishing employer identity directed at existing and potential employees, in order to differentiate the firm from its competitors (Sivertzen, Nilsen & Anja 2013). Nowadays, organizations realized that talents are scarce and recruiting the best talents will serve as a competitive advantage over competitors (Love & Singh 2011). Practicing employer branding is a must for organization to establish the favorable and desirable organizational image and identity, in order to attract and hire the best talent (Polyhart 2006; Sivertzen, Nilsen & Anja 2013). According to the Senior Manager of Recruitment, Baboo (2014, pers. comm. 15 May), Deloitte Malaysia had divided the employer branding process into 3 parts, which is attraction, acquisition and integration. In the attraction part, the organization had developed various strategies and......

Words: 3511 - Pages: 15

Free Essay

Recruitment and Selection

...Recruitment Strategies As Landslide Limousine prepares to open up their company, it is imperative that the right personnel are selected. In order to achieve the organizational goal of offering first-class limousine service to the Austin Texas area, there must be a consensus among leadership for an open-minded approach to select employees who emulate the diversity and culture of Austin. According to the 2010 census, the city of Austin has now crossed the threshold of becoming a Majority-Minority city. In essence there is not a specific ethnic or demographic majority and for good measure, the median age is 32 (AustinTexas.gov 2014). Knowing these factors will allow Landslide Limousine to select employees who are the face of the current and future city. There is an adage, which states you get what you pay for (Vonnegut 1967) and it is imperative for senior management to either invest in an outside firm or stay with in-house resources when it comes to the hiring of personnel for this location. Austin is a city which, has potential for growth yet many of the affluent are moving further west and east of the city and operating in the city has risks and benefits. How will Landslide Limousine attract customers and how will the employees fair in a market that is still in the process of reaching the top in Texas? Since the company expected revenue for the first year is -$50,000, utilizing in-house resources would be the first plan of action. In today’s society a quick and free...

Words: 1373 - Pages: 6

Premium Essay

Recruitment and Selection Recommendations

...To: Traci Goldeman CC: Marylee Luther Subject: Recruitment and Selection Strategies Recommendations Tracy, Here are our recommendations for recruitment and selection strategies for Clapton construction. Organizational Goals Clapton Construction should think of its recruiting strategy as a model that drives the outcomes of hiring and staffing efforts. The outcomes Clapton is trying to attain should focus in the organizational goals of the company. Atwood and Allen consulting suggest that Clapton focus on the following goals: • Quality of new hires (better fit team players who stay longer) • Establish recruiting metrics • Flexibility in meeting both peak recruiting demands and normal operational requirements • Premier hiring candidate experience Do not create a recruiting strategy in a vacuum. Clapton should treat the formation of its recruiting plan in the same manner it would approach the development of a financial plan or marketing plan (Cascio W.F., 2013). It is essential to align the business side of Clapton Construction lined up with the recruiting goals and strategies. Forecasted Demographic Changes Arizona being a southwestern state is particularly affected by immigration and demographic changes. Population growth from the year 1990 thru 2012 was over 29% (Census Bureau, 2010). Most of this growth was in the Phoenix area was among illegal aliens from South and Central America (Census Bureau, 2010). The surge in population is mostly......

Words: 2083 - Pages: 9

Premium Essay

Recruitment and Selection Strategies

...Running head: RECRUITMENT AND SELECTION STRATEGIES Recruitment and Selection Strategies Human Capital Management (HRM/531) Introduction Employees are and organization biggest asset as employees are the individuals that help organizations obtain the organizational goals and help the organization to succeed. As such, it is imperative to have the right individuals on board. In order to do so, an organization must identify, attract, and hire the most qualified people; this is where recruitment comes in (Casico, 2013). Merriam-Webster Dictionary defines recruit as to find suitable people and get them to join a company, an organization, the armed forces, etc. or to form or build (a group, team, army, etc.) by getting people to join (2014). Recruitment is a big business and it is fiercely competitive (Casico, 2013). Recruitment is the first step in getting the right people onboard in order to assist Clapton Commercial Construction in succeeding and continuing to grow. As such, in this paper, we will discuss Recruitment and Selection Strategies for Clapton Commercial Construction. Clapton Commercial Construction Clapton Commercial Construction is a medium sized organization which is based out of Detroit, MI; however, the company is expanding into the state of Arizona. The organization currently has 650 employees and expects a 20% increase in the headcount with the expansion into Arizona. In addition, the organization has an annual net revenue of $10,000,000 and expects a......

Words: 1469 - Pages: 6

Premium Essay

Recruitment and Selection

...RECRUITMENT & SELECTION: Hiring the right person INTRODUCTION Human resource management is the strategic and consistent approach to the management of an organization is most valued assets that is employee who is responsible to contributes to the achievement of the organization’s goal. At the start of the 21st century, where the identical non – people resources in kind of finance, raw materials, plants, technology, hardware and software are developing significantly to competing with wide range of different industries which is contribute the challenge to human performance. However, most leaders in developed economies are fully aware of the importance of human resource concerns associated with the success of company performance. One of the most important parts of human resource management is Recruitment and Selection which is concerns as the beginning step of the fully process of HRM. There are huge number of different methods of Recruitment and Selection as many organization chosen depend on the nature of job positon which need to be filled in. However, people performance is unstable, which is might be changed by the affect of people emotion so that in order to maintain the consistence of people performance in real world. In this regard, this study is establishing the importance and role of human resource planning as a corporate activity that drives other human resource functions particularly Recruitment and Selection process. This is also disclosing some of problem that......

Words: 2318 - Pages: 10

Premium Essay

Recruitment and Selection

...Recruitment and Selection Strategies Recommendations Chasity Hopkins HRM 531 May 28, 2015 David Van Gorder Recruitment and Selection Strategies Recommendations Recruiting for employees and deciding whom to select can be a tedious task but is often the most important. Without employees, the organization will not meet the organizational goals. Bradley Stonefield, the owner of Landslide Limousine, has an organizational goal to establish a limousine company. The plan is to have a net revenue of $50,000 the first year of operation with a -5% annual revenue growth. Bradley is looking to select 25 employees in the initial start of the business; of the 25 employees, Bradley believes there is going to be a 10% turnover rate. Atwood and Allen Consulting recommends Bradley look at the following areas: forecasted demographic changes, an analysis of projected workforce needs - for the next five years based on organizational goals as well as demographic changes. Also, look at workforce diversity objectives, organizational branding, methods for recruiting candidates, methods for screening candidates, interview methods, testing procedures, interview process considerations and methods for selecting candidates. Forecasted Demographic Changes Landslide Limousine should consider the different demographic changes in their area. Bradley should look into the forecasted demographic changes for Austin, Texas. First, he should consider the types of demographic changes that can......

Words: 1949 - Pages: 8

Premium Essay

Recruitment and Selection Strategy

...R&S strategy to meet business needs of College ‘OLC Europe’. 1.Explain the differing roles, their contracts of employment and how these differing contracts meet the needs of OLC Europe.Human Resource arranging is utilized by associations to guarantee that they have the right number and the right sort of individuals at the correct spot and at the perfect time. Where this procedure is done appropriately, it brings most extreme long-run advantages to both the association and the individual worker. Enlistment and determination are discriminating procedures for associations. Enlistment and choice are fundamental apparatuses in the arrangement of the desires that shape such a contract.(Anyim, et al.z, 2012).As of late this idea has been reached out to scan for laborers who are "adaptable" and ready to add to extra and/or changing occupation roles.(French & Rumbels, 2010).Competency-based models are turning out to be progressively a renowned in graduate enlistment where associations are settling on choices on future potential. Farnham and Stevens (2000) found that chiefs in people in general area progressively saw conventional sets of expectations and individual particulars as ancient, unbending and infrequently an exact impression of the prerequisites of the job.(French & Rumbels, 2010)Contracts are major to the conduct of individual and the activities of associations. They infer cooperation and agreement , however frequently cause debate and disagreement.(Rousseau......

Words: 2804 - Pages: 12

Free Essay

Recruitment and Selection

...Individual Assignment Individual Assignment MODULE: Principles of Management MODULE: Recruitment & Selection TOTAL WEIGHTING: 40% TOTAL WEIGHTING: 2340% 2015 (Both softcopy and hardcopy to be submitted) rd DATE DUE: April DATE DUE: 05th Nov 2015 (Both softcopy and hardcopy to be submitted) Required: Based on the findings, write a report of 2000-2500 words. General guideline Your report should include a good synthesis of academic references, facts and information collected by using difference methods. Students should familiarize with APA referencing. Plagiarism is a serious offence and will be penalized if found guilty. Document guideline (25%): Font: Time New Roman, Size 12 1.5 line spacing No intend Alignment justified Oral Presentation guideline (15%): Duration: 10-15 minutes Assignment 1, Recruitment and Selection  Literature review should be included to the given points 1. Good and unethical practices happens in different organization 2. Distinguish recruitment & selection process of a smaller and a larger organizations. 3. Assess each stage of the process and identify differences between both organization practices and the standard. 4. Write recommendation on both firms with Justification (apply theories for justifications) Individual Assignment Individual Assignment MODULE: Strategic Human Resource Management MODULE: Marketing Management TOTAL WEIGHTING: 40% TOTAL WEIGHTING: 1st40% 2015 (Both softcopy and hardcopy to be submitted) DATE DUE: May DATE DUE: 10th Nov......

Words: 1746 - Pages: 7

Premium Essay

Recruitment and Selection Strategies

...Recruitment and Selection Strategies Recommendations HRM/561 March 28, 2016 Recruitment and Selection Strategies Recommendations “Recruitment is a form of contest and it is fiercely competitive. Just as corporations strategize to develop, manufacture, and market the best product or service, so they must also vie to identify, attract, and hire the most qualified people” (Cascio, 2013). Atwood and Allen Consulting has been working with Marylee Luther from Clapton Commercial Construction. Mrs. Luther reached out to Atwood and Allen Consulting to help her in organizing an expansion for the company. The business is originally located in Michigan and they are expanding to Arizona. The Arizona location will have a workforce of 20% of the 650 employees at the Michigan location. The information to follow is for Mrs. Luther to use as recommendations for the growth and allow Clapton Commercial Construction to be up to date on employment laws, organizational brand, interviewing tactics, and how they can make the right selection when hiring new employees. Organizational Goals Atwood and Allen Consulting learned that Clapton Construction currently has 650 employees at their Michigan location and are going to add 20% of that to the Arizona location. They have a $10,000,000 in annual net revenue and are expecting the revenue growth after the expansion to be -3%. The turnover rate is expected to remain the same at 20% annually. Not having recognition in the Arizona market,......

Words: 1624 - Pages: 7

Premium Essay

Recruitment and Selection Strategy

...Recruitment and Selection Strategies Bradley Stonefield is entering the final planning phase of his new venture, Landslide Limousines. This business will be opening its doors in Austin, Texas very soon, but prior to its grand opening, recruitment and selection strategies must be implemented. Atwood and Allen consulting has been hired to complete these strategies, and will incorporate the impact of organizational diversity on the organization, and the laws considered for recruitment and selection. The population of Austin continues to grow and diversify. There is no longer one ethnicity making up the majority of people. Robinson (n.d.), By the middle of the next decade, the number of Asians in Austin will more than likely exceed the number of African Americans. While the general population of Austin doubles every 20 to 25 years, the number of Asians in Austin is doubling every ten years” (Asian share skyrocketing). In addition to Asians, Latinos are also increasing in population faster than Anglos (Robinson, n.d.). Bradley Stonefield’s organizational goal is centered on first class transportation for his customers. It is important to interpret the demographic trends of the Austin area for recruiting staff of Landslide Limousines. Because Austin is becoming more diverse, Mr. Stonefield needs to be able to meet the needs of multiple cultures. Within the first year, (employees will be hired, and having a diverse work team will help to ensure all customers are......

Words: 1685 - Pages: 7

Premium Essay

Recruitment and Selection

...Managing Selection and Retention of Employees A Case Study on Länsförsäkringar Bergslagen Sisi Jin 880223 Kazi Sraboni Quader 880705 Supervisor: Magnus Linderström Examiner: Ole Liljefors June 7, 2011 Acknowledgements We, the authors, are grateful to all of those who made this thesis possible. We first appreciate each other for contributing with great efforts to write this thesis and for pushing each other when it was necessary. We especially want to thank our supervisor Magnus Linderström who gave us a lot of feedback and supported us with helpful ideas and relevant materials. We would also like to thank the opposition groups for providing us with their insights. Ann-Christin Palmer deserves a big thank you as she kindly provided us with a lot of information about Länsförsäkringar Bergslagen during the interview, and welcomed us to conduct a follow-up interview. Last but not least, we thank our family and friends for giving us encouragement and support. Sincerely, Kazi Quader and Sisi Jin Abstract Title: Authors: Supervisor: Examiner: Level: Date: Keywords: Managing Selection and Retention of Employees: A Case Study on Länsförsäkringar Bergslagen Kazi Sraboni Quader and Sisi Jin Magnus Linderström Ole Liljefors Bachelor Thesis in Business Administration June 7, 2011 Employee Selection, Employee Retention, Employee Motivation, Human Resource Management, Länsförsäkringar Bergslagen. How can a firm such as Länsförsäkringar Bergslagen utilize selection and......

Words: 18863 - Pages: 76

Premium Essay

Recruitment and Selection

...Goa Institute of Management Sanquelim Goa India 403 006 A Project Report on Recruitment & Selection at Bharat IT Services Ltd (Formerly known as SpiceNet Ltd) Under the guidance of Mrs. Payal Verma Head, Human Resources Bharat IT Services, Noida & Prof. Sambandam Faculty, Goa Institute of Management By Siddharth Goyal PGP 2011-13 Roll No. 2011237 Transmittal Memorandum DATE: TO: FROM: June 10th, 2011 Prof. Sambandam Siddharth Goyal, PGP 2011-13 SUBJECT: Understanding the process of selection and recruitment at Bharat IT Services Ltd. This report pertains to the selection and recruitment process at Bharat IT Services Ltd. This report is required to be submitted as per the requirement for partial fulfillment of PGDM course at Goa Institute of Management. The Human Resource Department is responsible for a lot of functions that are crucial for the organization and Recruitment & Selection is one of them. For any organization to succeed it is essential to select the right candidate for the right job. It is said that if right person is selected for the right job half of the work is done. Thus understanding the process of recruitment and selection in depth is essential for all the management students especially for those who aspire to make their career in the field of Human Resources. 2|Page Goa Institute of Management Sanquelim Goa India 403 006 Post Graduate Program Post Graduate Diploma in Management: 2011 – 2013 Term – IV: Summer......

Words: 7523 - Pages: 31