Recruitment and Selection Strategies †Landslide Limousines Essay

Hello again, Mr. Stonefield. Traci Goldman has requested I defecate you some last(a) recommendations for recruitment and selection strategies for landslip Limousines. The following recommendations pass on be establish on the organizational goals for your come with, forecasting demographic forms, projecting manpower motifs, sort objectives, branding for landslide Limousines, recruiting and screening modes, and systems for selecting candidates for open positions. We go out cover from each one subject matter so you atomic number 18 aw atomic number 18 of the proper perspicacity of saucy employees and how to supremacyfully create a team of employees that entrust hotshot landslide Limousines to a successful future day in providing a nifty service to its clients. organizational GoalsAs the owner of landslide Limousines, the organizational goals you fuddle developed for the company, glint your individual goals for success. The first year of operation, it is your g oal to take for a -5% growth and -$50,000 profit. Innovation will help you introduce new ideas to the company that will help your argumentation grow in productivity. This will help you reach your goal of 5% revenue growth in the following two years. As a limousine company, we recommend you tenseness on your physical and financial re point of references. Keep in mind you will need to maintain all of your limousines to keep them in good work condition for your clients. You will also need to maintain all readjustment and insurance policies for the equipment. The maintenance of the vehicles must be followed for the long term. This will date increased cash flows. We also recommend performance and development facts of life for get laidrs as it is a find out to organizational success. In addition, the most crucial asset for landslip Limousines is the employees. We recommend all employees are involved in having performance goals. We alsosuggest landslide Limousines supposes gaini ng legitimacy in the humanity eye by taking on some social responsibility. landslide Limousines, later, may consider local community volunteer efforts (reyerson, n.d).Forecasting demographic ChangesPopulations grow because of fertility, mortality and migration that are influenced by external factors. Projection models of universe of discourse are used as evidence on births, deaths and migrant flows to give estimates of the take forup of future populations based combined impact of natural change and migration. Demographic forecasting is all important(p) because changes are a key come out of the closet for the future. The change in size of populations is a matter of concern for businesses and nightspot in general because of the number of people to hire for a condition position. Using modelling methods to evaluate population outcomes, which result from demographic trends and policy initiatives, should reinforce all national, regional and local decision-making ideas. Demographic aging is describe as the low levels of fertility, and continuous improvements in life expectancy that are a concern for ageing residents at a unique rate. 2010 showed a climax as the first of the baby boomers born between 1945 and 1970 off-key 65. The next 21 years, will show more than(prenominal) people transport into old age period the effects for health care, wealth sharing, support provision, housing, transport and employment will become increasingly critical (Edge Analytics, 2014). analysis of Projected manpowerThe analysis of manpower data is a key element in the planning address of your workforce. The workforce analysis takes education into consideration such as skills, occupations, experience, eligibility, variety, education, and turnover rates. We recommend Landslide Limousines consider the following four tonuss to workforce analysis phase planning. deliver analysis is the first step of the intercommunicate workforce analysis process. It centraliseses on a co mpanys existing and future workforce supply. This step analysis the question What is the existing compose of the current workforce, and what does it need to be in the future to accomplish the agencys goals and objectives? (Keel, CPA, 2006). We recommend Landslide Limousines involve creating workforce profiles, review the trend data andproject future workforce supply. Also, create a future workforce profile that will help project the future supply of the workforce.Demand analysis is the bite step of the workforce analysis process. It will identify the future workforce needed to carry out the Landslide Limousine complaint. The focus is for the company has to perform for the employees that need to carry out the job tasks assigned. Most of the teaching needed for this step can be obtained from step one of the process. attached step is the gap analysis, which involves comparing the workforce supply projection for the encourage step and answering the following questionsGap analysis i nvolves comparing the workforceWhat new skills with the company need to accomplish goals and objectives? Does the company currently experience employees with the needed skills? What functions or skills for the jobs are no longer needed?Landslide Limousines can establish workforce strategies from the results of the answers.The last step in workforce analysis involves the development of strategies that will cover the future gaps and surpluses. Strategies will take on programs, policies, and practices that will assist in recruiting, developing, and retaining the needed staff and achieve the mission and strategic goals in addition to dealing with the workers that may no longer be needed (Keel, CPA, 2006). Workforce Diversity ObjectivesThe key to successfully make a several(prenominal)(a), high quality workforce begins with strong leadership, and knowledge of the as accredited of Landslide Limousines. Additionally, experience has established that successful diversity initiatives de pend on first positioning the business with three main steps in diversity objectives. We recommend Landslide Limousines fasten a strong committedness to a diversity program, as it is essential for the company. This commitment is the foundation to success in building and maintaining a diverse workforce. Landslide Limousines will need to take action and guarantee the staff is avail equal for the program. As recommend, LandslideLimousines must create an environment of inclusion and value, clearly assign resources to diverse activities, managers must be directly involved in planning, and consider reading employee in interethnical communications to address differences in communication across cultures.It is important for Landslide Limousines to have a realistic photographic film of moving forth in the diversity process, this will include the basis of current demographics and the cultural atmosphere that exists in Austin, Texas. You will need a clear disposition of the demographic si tuation, and this is accomplished by developing a workforce profile as explained earlier. Annual workforce reports are a good source of data concerning the current workforce. This will create a clear picture of the current diversity status. Finally, the above information will need inembodied into an existing workforce-planning model. This can be used to target future opportunities for recruitment, hiring, and property of skilled employees.Organizational BrandingBranding is the outward expression projected by the business. The brand for Landslide Limousines will be the product of the corporate strategy, mission, image, and the activities of the business. The brand is distinguished from all competitors, and positions the company in the minds of the clients and employees by creating a perception of what Landslide Limousines stands for as a business. Landslide Limousines will welfare from developing a brand with a strategy that will reflect throughout all of the communications from the company. There should be detailed discussions as to what the branding should entail, and should consist of working within a company to square up an image that will reflect the predetermined look of Landslide Limousines. The goal of the organizations branding should reflect on all business cards, brochures, publications, and websites. It also should be included in all business communications that come from the business. A branding strategy will create a guide for Landslide Limousines that is followed to achieve an organized look for the company (Matrrix AMC, n.d.).Methods for Recruiting CandidatesLandslide Limousines is committed to finding the right employees for the positions available. There have been increased popularity in finding the right employees by using social recruiting, and employee screening and soil checks. We recommend you study the following pros and cons of each method, so you are able to choose the best method for your company. Social recruiting is becoming the primary focus of most recruiter and staffing firms. The strategies promote transparencies and two-way communication with you and the likely employees. almost pros of this method are It will help position your brand by targeting workers more vigorously that a basic job board posting It increases the answer rate from candidatesAllows research on publically posted information of the candidates.Some cons of this method areThis method can tarnish the reputation of Landslide Limousines It is only good if the company puts effort into the researchIs more susceptible than traditional techniques to favoring or excluding candidates based on characteristics such as break away or religion.The concluding method may be more effective for Landslide Limousines. downplay checks for potential candidates will show criminal narration and work records that include past and present employment, performance, attendance, and reasons they left their past jobs. desktop checks can also include drug or a lcohol testing, reproduce investigations, and credit scores. Some pros of this method areIt helps identify problematic behaviorsIt helps snub employee turnover ratesIt reduces employee theft costsIt protects employers against discrimination lawsuitsSome cons of this method are may give candidates the impression that Landslide Limousines is controllingMay be taken as an invasion of secretivenessCan be expensive concerning time and moneyMust be conducted responsibly or fines are incurred for mishandling personal data (Fox, 2014).Methods for Screening CandidatesEmployee screening begins as before long as you receive an application from a perspective employee. The screening process for interviews has four steps to the screening process. The first process is phone screening. We recommendLandslide Limousines create a list of open-ended questions for the specific position. A variety of competencies and experience should be mentioned to determine whether the applicant is a potential fit . Next, the in person interview. You will have the opportunity to be more in-depth with the questioning. An in person interview should last at least 45 minutes and should include the hiring manager from your company and one other person. A follow up interview is important for candidates that seem the most arouse in working for Landslide Limousines. Finally, review the background check for the candidate. Background checks and references can provide insight on the best way to manage the perspective employee (The NonProfit Times, 2013).Tips to help pre-employment testing will deliver a desired outcome for Landslide Limousines, which is also well-groundedly defensible. You must make sure you choose the right test and certify validity and reliability, ensure the test meets all EEO (Equal Employment Opportunity) laws, conduct through research if buying a test from an outside company, avoid test questions that are excessively personal or that can be considered offensive, and do not elec trical relay specifically on the test results (Quast, 2011).Considerations for the process of employee hiring are very important. When choosing your newest employee, Landslide Limousines should avoid illegal discrimination to protect all applicants. You should respect the applicants privacy rights, avoid making promises you can not keep, follow all legal rules for hiring immigrants, and follow legal rules for hiring workers younger than 18 years of age collectable to child labor laws.Methods for Selecting CandidatesWe suggest Landslide Limousines schedule interviews when you are sure to have uninterrupted time to review the reanimate and conduct an perceptive interview. While conducting the interview, do not focus on the credentials or experience of the candidate. Focus on the hypothetical scenarios that the candidate explains when asked how they would solve presented problems. The interviewer at Landslide Limousines should listen to the answers without interruption and take note s on key points.in one case the interview in completed, use the interview notes and compare each interviewee with the resume and look closely to find if there is information that has been missed while reading the resume during the initial process. The candidate selection process should be based on how he or she competently answered the questions asks and what questions they asked during the interview. Most likely, the interviewees that do not ask questions are either too shy, or are uninterested in you company (Richason IV, 2014).ConclusionThere are several methods and ideas to consider when developing a recruitment and selection strategy for your company. non only is the interview process an important step in the process but also, Landslide Limousines must consider organizational branding and the diversity objectives for the business. As described, there are several methods to consider as well. I trust you will find the information provided to help you in your hiring process. her e(predicate) at Atwood and Allen Consulting, we want Landslide Limousines to be as successful as possible with all of the processes you choose in opening your new business. ethical luck to you Mr. Stonefield, please contact us if you require our services in the future.ReferencesEdge Analytics. (2014). Demographic Forecasting. Retrieved from http//www.edgeanalytics.co.uk/forecasting.php Fox, S. (2014). Recruiting Trends 4 Methods for Finding the Right Talent. Retrieved from http//www.witi.com/wire/articles/218/Recruiting-Trends-4-Methods-for-Finding-the-Right-Talent/ Keel, CPA, J. (2006, February). Workforce Planning Guide. Retrieved from http//www.hr.sao.state.tx.us/workforce/06-704.pdf Matrrix AMC. (n.d.). Organizational Branding. Retrieved from http//www.matrixamc.com/content/services/org/org1.shtml Moulesong, B. (2011, June). Building a diverse workforce starts with an objective, accurate analysis of the status quo. Retrieved from http//www.nwitimes.com/business/jobs-and-employm ent/building-a-diverse-workforce-starts-with-an-objective-accurate-analysis/article_40dde3cd-dcdc-59df-bef0-bc90ae515e51.html Parekh, N. (2009, August). tip 5 Considerations When Hiring Employees. Retrieved fromhttp//blogs.findlaw.com/free_enterprise/2009/08/top-5-considerations-when-hiring-employees.html Quast, L. (2011, September). Pre-Employment Testing A Helpful Way For Companies To Screen Applicants. Retrieved from http//www.forbes.com/sites/lisaquast/2011/09/13/pre-employment-testing-a-helpful-way-for-companies-to-screen-applicants/ Richason IV, O. E. (2014). Methods of Recruitment & Selection. Retrieved from http//smallbusiness.chron.com/methods-recruitment-selection-2532.html The NonProfit Times. (2013, June). 5 Ways To Screen Job Candidates. Retrieved from http//www.thenonprofittimes.com/jobs/5-ways-to-screen-job-candidates/ reyerson. (n.d). Organizational Goals. Retrieved from http//www.ryerson.ca/meinhard/841notes/goals.html