Recruitment and Selection Strategies Recommendations
Introduction
Every land has its own law the saying goes. In the same breadth, every organization has its own recruitment and selection procedures depending on its goals. For this limousine business, some of the important aspects that need to be considered include workforce requirements in the coming years, forecasted demographic changes, projected workforce needs and government stipulations regarding labor.
Organizational Description
The main objective of the business is to offer Limousine services to the people at considerable prices. The business would operate car hire for necessary functions, and it would be based at Austin, Taxes. Considering the annual budget, the company would roughly require 25 people. This estimate takes into consideration, their salary, insurance and also medical cover in case of any accident or inconvenience. The expected net revenue per year should be -$50,000. This is the expected revenue after paying for the premise, workers, maintenance of the limousines, insurance cover, medical and business licensing. Future prospects show that the business would grow at 5% for the next couple of years. Finally, the management committee expects a 10% employee turnover rate annually. All this expectations meet the standards of the company as well as the location, and they would make the organization sufficient to offer all this services with the expected standards.
Organizational Goals
Organizational goals refer to ends or aims that an organization or a company seeks to acquire or achieve operation or existence. They are all predetermined and show the future of the company thus acting as a motivation to the organization’s employees and management to work. There are operational as well as official goals that move organizations. For instance, this organization has an official goal of having 5% revenue growth in a couple of years. This would be a motivation to the employees to work toward this goal. It would also motivate the management to improvise new strategies that would see the company achieve that percentage annually. For the organization to have 10 employee turnovers annually, it needs to grow or expand in both operations and management.
Therefore, it would be recommendable to have the goals well tabulated and explained clearly to the employees. For efficient working environment, the management committee would expand its operations to other states and increase the number of limousines operating within each given area. It would also be recommendable to have retreats as well as other incentives to the employees and staff to improve team work. Teamwork is an important aspect in very organization and everyone should feel motivated to offer the services.
Forecasted Demographic Changes
The next five years would not have a major impact on the demographical statistics of the employees. However, as the company remains in business in the next 20-30 years, there would be a decline of young and middle age work force. Nonetheless, to the management of the organization, age shifts should exert minor impacts on the unemployment rate. The changes within the distribution of the work force should be sufficiently considered since the initial employment would change due to aging employees. Therefore, there should be a balance in the work force and work distribution, followed by thorough training for the future prospects of the company.
An Analysis of Projected Workforce Needs
Currently, the business needs a mix of both old experienced workers, and young motivated employees. The aged workers would bring in experience and the requisite expertise while the young workers bring the energy, vitality and innovations required to sustain the business. However, in the next five years, there could be a decline in the number of 25-34 year-olds due to the aging employees. These changes might portend serious disadvantages in main areas professional areas at the core of the business. Therefore, there will be a need for new recruits as determined by the evaluation done by the human resource department. Again, the old employees need to be reshuffled to avoid inertia, and new recruits who are young need to be employed. In addition, there is needed to increase the number of workers gradually due to the broadening of the job boundaries.
Organizational Diversity
Diversity in the organizations can be understood in a number of ways. First diversity in the workplace can be understood in regards to the social networks. These social networks could be homophilous and also tend to be homogenous, at times. Another crucial element of the organizational diversity is the issue related to the organization itself, which serves as a point of connection for people despite any differences in socio-demographic as well as other characteristics.
The first level of organization diversity the organization should strive to attain is cultural diversity. Cultural diversity is important to the organization because it impacts six aspects in the organization. These include capability in attracting human resources, creativity, cost, issues on innovation as well as problem solving. These aspects would also include the marketing advantages in the organization as well as flexibility of the company or organization (Compton, Morrissey, & Alan R. Nankervis, 2009). Cultural diversity is achieved through hiring people from different socio-economic backgrounds and geographical regions.
Social diversity or functionality diversity is also another important aspect in the organization. Social diversity is attained through hiring people of different genders and people with different expertise to help attain organization goals. This would improve the conditions necessary for workers in the organization through cooperative workforce, teamwork and constructive authority. Social aspect in the organization would lead to working in groups in the company. The decision making would be made as a team thus the decision of each and every member of the organization can be considered and the necessary decisions followed after a diverse consideration. This paradigm of social diversity would result to social homophily.
Workforce Diversity Objectives
It would be recommendable to group the work force diversity under three categories, which comprise of working environment, the organization and its people. The business deals directly with people since it is a limousine business together with government for legalization purposes. The organization workforce should be diverse enough to focus on its interaction with government agencies as well as the interaction with the community where it offers its services. The staff should be informed of this objective since it is an essential one. The working environment would be another objective to consider. The working environment should be safe and healthy. The employees as well as the staff should learn to balance work and family, personal, cultural, as well as care responsibilities. The workplace should be free from any discrimination and should support family, responsibilities and care of the employees.
The last part of the objective of the work place comprises of the people. People are different, and thus, their skills and views should be considered. Therefore, it would be advisable to put forward an environment where resources and information are accessible and available for everyone.
Organizational Branding
Branding can be defined as the coherent outward expression projected by a certain organization. The business deals with limousines, which is considered a luxury by many people. In this case, branding would be essential in order to clarify the business as well as what should expect from the business. Therefore, branding would be an important aspect since it would market the business and assure people of excellent service that offers value for money. The communication in branding should be in three ways. These purposes include; communicating the purpose, personality and the promise of the organization to the people. The brand should be clear and illustrative for the targeted audience to understand the meaning. For example, the business should have a vivid logo that communicates well with an appealing name. This would make customers identify and associate with the product easily.
Recruitment and Selection Methods
External sourcing is the best method for the business. This method involves conducting employee search via through recruitment tools like newspapers, job boards, job publications and advertisements. Third party sourcing would also be appropriate for the organization. Third party sourcing involves the use of an agent to find the qualified candidates for the positions to be filled. An important aspect to mention is that interview pre-selection should be uninterrupted time for the job candidate review as well as conducting insightful interview.
Methods for Screening and Selecting Candidates
Interviews for jobs are usually overwhelming for both interviewee as well as the interviewer. This could be due to many resumes to go through, and the hectic process to satisfy credibility of a job applicant. However, screening is necessary because some of the resumes prove to be ambiguous and hard to believe unless one organizes a conversation with the applicant.
Therefore, the organization needs to follow set criteria in order to have legit employees. For instance, step one should involve screening the potential candidates through the phone. This allows one to talk to the applicant directly without judgmental issues like gestures, appearance or language barrier.
The other step that can be used is a questionnaire before moving to the interview process. For instance, one can conduct behavioral questionnaire that investigates deeply on personal characters like whether one is a team player, motivated, honest and innovative before proceeding to the next step. The last step would be an interview. It should be casual, and this would make one judge the character, potential and the capability of an individual in executing their duty.
Testing Procedures
There are two possible testing procedures for the recruits; this comprises of the personality test and the ability and the aptitude test. Personality test comprises of checking the credibility of a recruit; their feelings, behavior and thought. Personality test brings out motivation as well as enthusiasm. It shows the way one would handle stress in the workplace.
On the other hand, ability test assesses intellectual performance. This procedure is performed through testing the verbal capability, numeric ability as well as spatial reasoning. The procedure helps in portraying the credibility of the workforce in the organization.
Interview Process Considerations
For sufficient interview process, some points should be considered. The interviewer should avoid illegal discrimination. It is important to abide by all the anti-discrimination expectations. The interview should abide to laws by the federal government prohibiting discrimination on gender, race, national origin, disability, religion, pregnancy, national origin as well as age. Again, the interviewing panel should respect the privacy rights of the applicant. People should get employed irrespective of whether single, married or with children. It would also be important to follow legal laws for hiring immigrants and also in employing young workers.
Laws Governing Recruitment
For any organization to recruit new workers, there are certain laws and regulations that should be followed for effective recruitment. These laws are meant to reduce the corruption while avoiding quacks. The laws also ensure free and fair workforce within the origination. One of the laws enacted while recruiting workers is the Equality enacted on 1st October 2010. This act provides simple, effective and consistent legal framework aimed at preventing discrimination. For instance, the law would bring certain laws together like the Sex discrimination Act 1975, Payment Act 1970, the Race Relation Act 1976, Disability Discrimination Act 1995, Employment Equality (Belief or Religion) Regulation 2003, Employment Equality (Sexual Orientation Regulation 2003, Employment Equality (Age) Regulation 2006, Equality Act 2006, Part 2, and Equality Act (Sexual Orientation) Regulation 2007. The Act protects those seeking employment irrespective of age, disability, gender, race, religion, sex, sexual orientation, pregnancy and maternity, civil partnership and marriage. In addition, the Act protects employees from harassment and unnecessary discrimination in positions of employment. The legal framework is supported by the government, and it is the one that ensures that they are followed. The government also ensures that tough sentence is met for the law breakers within the organizations.
There are various things that should be considered when recruiting employee. For big business like the limousine business, an employer should consider various method of recruit the people, screening and laws that protect the job applicants from discrimination.
Conclusion
In conclusion, the limousine business should start with the 25 employees and gradually increase them as the business expands. The expansion of the workforce needs to be recommended by the human resource department. As stated earlier, the organization needs to follow federal and state labor laws to protect the integrity of the recruitment process and the reputation of the organization. Above all, the organization should implement the recruitment plan as soon as possible to get the best candidates and carry out its operations as envisaged.
References
Bell, M. (2011). Diversity in Organizations. Stanford: Cengage Learning.
Compton, R. L., Morrissey, W. J., & Alan R. Nankervis, B. M. (2009). Effective Recruitment and Selection Practices. Sydney: CCH Australia Limited.
Gilliard, J. P. (2008). Diversity Training: A Study of the Impact of Diversity Training on Organizational Performance, Financial Results and Accountability. Michigan: ProQuest.
