The Candidates and the Positions
Based on the analysis of the market for office commodities for the past twenty years Harrison Corporation embarks on an integrated marketing program to promote its products. With a market share of ten percent already in the United States, the company is confident of establishing sustainable presence globally. Central to the agenda of globalization is the need to develop growth of subsidiaries outside the United States. A highly effective employee base is crucial towards achieving global growth (Thompson & Strickland, 1995). It is from this background that the company wishes to recruit qualified candidates to fill five strategic positions in its newly established unit in Costa Rica. Candidates for the marketing analyst’s position will be holders of a bachelor’s degree in quantitative fields preferably Mathematics or Engineering. They will also need to be experienced in the role, be proficient in computing, and have excellent skills in marketing analytics and consulting. To drive the company’s new business initiative, a business development specialist will be needed. The position will be filled by a candidate with business related degree in possession of excellent skills in communication and building relationships.
With the establishment of a new unit, there is a need to focus on a customer development plan in order to create a loyal customer base in the region. A customer service specialist will be expected to promote this endeavor through enhancing customer satisfaction. The candidate will be a holder of a general education degree with excellent communication and data entry skills. Subsequently, the company will hire a regional manager to coordinate activities in the Central America region. The candidate will be a bachelor’s degree holder in business with experience and skills in strategy development. A product development specialist will see the company’s new product plans implemented. The suitable candidate will be a holder of a business-related degree with excellent skills in project management and change management. The company intends to hire competent individuals taking into consideration the fact that the modern markets for office products are more competitive than ever before. The objective is to keep pace with the best in the market as time and resources are deployed.
Recruitment Strategy and the Costa Rica Labor Market
Harrison Corporation intends to hire great individuals to drive the company towards achieving its goal of expansion and growth. The company will focus on a recruitment strategy writ in self-selection of interested candidates from online portals. Active profile searches in social networking sites emerges as one of the best current strategies (Mintzberg & Quinn, 1991). The human resource team will also conduct group interactions with potential candidates applying for the positions advertised. Moreover, the company will place an emphasis on talent by looking for top talents in unexpected places within the region. Past candidates will also be considered for employment. Considering the vast difference between the labor market in the United States and Central America, the company will attempt to model the positions in a unique way; driving growth through research, training and development. Costa Rica happens to be a sustainable exporter of labor. A rise in educational attainment and income over the past decade makes the labor market ripe for many companies (Debra and Nelson, 2007). The existence of the company in the United States for two decades will provide excellent lessons in hiring relatively less experienced but qualified individuals.
Succession Management, Career Management, and Incentives
The five vacant positions are clearly crucial positions to the organization. As a result, the company will focus on keeping the positions occupied by qualified individuals at all times. Organization culture plays a great role in succession management (Ricky and Gregory, 2009). The company will embark on a culture of developing employees with vast skills to undertake various responsibilities. This will require an active program of training and recruitment for all employees. In accordance with this plan, a career development program will ensure that employees establish goal-oriented performance indicators themed in specific career objectives. Over time, the company will appraise each employee based on their output on the position. A reward program will be established toward encouraging good performance. Other incentives for education will be implemented as the responsibilities expand over time.
Conclusion
This paper has outlined in part the recruitment strategy for Harrison Corporation. Viable employee profiles have been established basing on the labor market segmentation factors and the strengths of the corporation. After factoring in the impact of competition alongside other recruitment threats, various suggestions for improving succession and career management have been recommended. I hope that this will serve as a stepping-stone into a successful recruitment process and the establishment of a bright future for the new Costa Rica unit.
References
Debra, L. N. and Nelson, J. C. (2007). Understanding Organization Behavior. Thomson:
Business economics.
Mintzberg, H. & Quinn, J. B. (1991). The Strategy Process. Concepts, Contexts, Cases. Second
Edition. Englewood Cliffs, NJ: Prentice Hall.
Ricky, G. and Gregory, M. (2009). Organizational Behavior: managing People and
organizations. NY: Cengage Learning
Thompson, A. A. & Strickland, A. J. (1995). Strategic Management – Concepts and cases.
Eighth edition. Chicago: Irwin
