Free Essay

Recruitment and Selection

In: Business and Management

Submitted By EairamB
Words 1373
Pages 6
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 method to use is Social Media as this would serve as an initial screening process. Austin is attracting the millennials and Social media is the third of three major forces shaping the millennial experience (Fallon 2014). As a word of caution, it is not the suggestion for Landslide to limit the employee pool to just Generation Y. Yet the benefits of being in tune with the demographics of the city are integral to the marketing aspect.
At this point, reviewing and knowing the laws in hiring is of a major concern and highlighting a few will bring the point home.
Applicable Hiring Laws

The below chart is a brief overview of the Federal Laws passed to safeguard the employer as well as the employee and provides an abbreviated result for non-conformity.
Employment Laws Summation Non-Compliance

Title VII Discrimination in the form of sex, race, color, national origin, and religion is prohibited by Federal Law. This is applicable to employers with 15 or more employees including federal, state, and local government. Compensatory damages up to $50,000
Civil Right Act ‘91 This Act placed statutory caps on the amount of damages that could be awarded for future pecuniary losses, pain and suffering, and punitive damages, based on employer size. Compensatory damages of $50,000
Americans with Disability Act (ADA) This act prohibits discrimination against people with disabilities in employment, transportation, public accommodation, communications, and governmental activities. Telecommunications relay services is also mandated. Compensatory and punitive damages up to $300,000 depending on the size of the company
Texas Labor Code (Chapter 21)
Retaliation Protects individuals who believe they have been discriminated against because they assisted or participated in a discrimination claim. This chapter also embodies all laws applicable to discrimination IAW Title VII, CRA of 1964 and subsequent amendments. Action by the TWDC Civil Rights Division and the EEOC which may be punitive in nature and not to exceed $50,000.
Texas Labor Code (Chapter 22)
Emergency Evacuation Protects employees from being fired in the event of a general public evacuation order. By natural or man-made cause, including fire, flood, earthquake, wind, storm, wave action, oil spill or other water contamination, volcanic activity, epidemic, air contamination, blight, drought, infestation, explosion, riot, hostile military or paramilitary action, or other public calamity requiring emergency action, or an energy emergency Chapter 22 Section 22.002: Violation incurs the loss of wages and wrongful termination allows the individual reinstatement at the same or equivalent grade and pay. Texas, provides additional and in-depth information via their web site AustinTexas.gov, which clearly identifies the applicable employment laws and reinforces that discrimination against age, sex, color, racial, national origin, religion, disability, emergency evacuation, and retaliation will not be tolerated (Texas Workforce Commission 2014).
Diversity Objectives and Organizational Branding
The city of Austin prides itself as a major contributor as how diversity is a common practice while enhancing the skills needed to influence cultural competency and supporting an inclusive work environment. Placing value on the culturally diverse individuals while creating a positive environment creates an atmosphere where a high level of productivity exists. Landslide Limousine services can only enhance this belief by ensuring their workforce reflect the highest level of ethics, practices, accountability while leading the charge to manage diversity. By definition, organizational branding is the coherent outward expression projected by an organization (MatriXamc 2014). Landslide Limousine’s vision, image, and mission is to provide first-class service comparable to no other company in Austin. Locating an office in the center of the city and taking an active effort in the rebuilding of Austin as a major robust city, provides opportunity to propel this organization into a new existence of superb services that reflect the city as a whole from the barrio to the affluent suburbs.
Methods for Recruiting
As a proponent of using the technology of today to the fullest and attract potential candidates, the recommendation for recruiting should first start with online postings, online applications, and online screening. Since Landslide Limousine is a small business with limited funds, the cost associated with advertising is minimal. The second method for recruitment is actively participating in employment fairs held by the local colleges and universities. According to Campus Explorer, Austin has 45 schools of higher education. With the assumption, there are limited resources in the hiring arena; meeting the turnover rate of personnel Landslide Limousine expects to incur during a five-year period is achievable. Using recent graduates as potential employees creates a pool of candidates who are closer to the current happenings of the city as well as meeting the expectations of the growth over the next few years.
Methods for Screening
Using key words for online applicants enhances the screening of qualified candidates. Questions concerning driving records, types of licenses, driving experience, computer literacy, submission to drug testing, to name a few, easily allows Landslide to separate these applicants into the categories, which matches the key skill sets previously identified in the training plan. Screening may also come in the form of retaining pictures of those applicants who attended the college hiring fairs who meet the initial criteria set forth by human resources. Another requirement for screening would be language proficiency and an advantage for multi-language applicants based upon the current demographics of Austin. Most importantly is the driving capability of the applicants who after successfully passing the online process, questions along with work history validated by references. Driving in extreme weather conditions or on rough terrains is a top priority for any limousine driver.
Methods for Selection
The fundamental technical requirements are reliability and validity (Cascio 2013) that are the beginning of the candidate selection process. Landslide Limousine must select candidates who fit the knowledge, skills, physical, and aptitude that reflect the overall company image. There are opportunities for persons to game the application process yet when the final interview is over; the candidate has only one chance to make the impression, which will set them above the others. Knowledgeable and confident hiring managers are the key to this process and having the ability to measure the candidate against a standard without bias is necessary. Structured questions are to be asked of every interviewee and grading each person on their individual merits versus the previous candidate. Keeping in mind the applicable discrimination laws will enable this process to flow smoothly and permit the selection of viable and qualified candidates. This does not imply there will be perfect employees or a non-selectee who should receive consideration. There are always flaws yet through proper training and experience, Landslide Limousine can meet the expectations of the company and become an effective partner in the city of Austin.…...

Similar Documents

Premium Essay

Recruitment and Selection

...International Hotels Graduate Recruitment and Selection Process FAO: The Board of Directors of International Hotels For International Hotels, expansion is the way forward. With the business considering expansion in the UK, I feel as the HR director of the company, that graduate recruitment is a necessity. High quality graduate recruits will assist in supporting the development of International Hotels, with new talent possessing drive, enthusiasm and fresh ideas. With the ever-changing face of the workforce, university graduates acquire many skills, they are enthusiastic learners, and most importantly for International Hotels, they can effectively and efficiently adapt to a new environment. As you, the Board of Directors have decided that the business requires a significant increase in the number of graduates, I am composing this report which I believe will help to further develop the graduate recruitment and selection process of International Hotels. I will also focus on an induction training programme for those applicants successful in their application. The Recruitment Process The Recruitment Process is an essential procedure for any business, according to some; recruitment is ‘the most critical human resource function for organisational survival or success’ (Taylor and Collins, 2000, p.304). Newell and Shackleton (2000, p.113) refer to recruitment as the ‘process of attracting people who might make a contribution to the particular organisation’. International Hotels’......

Words: 1848 - Pages: 8

Premium Essay

Recruitment and Selection

...Introduction Recruitment and selection key points • A well-researched and designed person specification, detailing fair and objective criteria, provides the starting point for the whole recruitment and selection process. • It is important that the recruitment and selection policies and procedures comply with legislative requirements. • Policies and procedures must be backed up by robust employment practices, supported by clear selection documentation. • A combination of suitable selection methods should be used, depending on the nature of the vacancy. • All staff involved in administration, shortlisting, interviewing and other means of assessment should receive appropriate skills and equal opportunities training. • Adequate records should be kept of all stages of the process, including the reasons for selection decisions. • The successful candidate should be the closest fit to the person specification and should fulfil all the essential requirements. In-depth Content on this page • 1Shortlisting o 1.1Equality in shortlisting o 1.2Disabled candidates o 1.3Psychometric testing o 1.4Automated shortlisting • 2Interview planning o 2.1Arrangements for disabled candidates o 2.2Preparing for the interview o 2.3Interviewing o 2.4Interviewing disabled candidates o 2.5Panel interviews • 3Making the selection • 4Record keeping • 5Data protection issues • o 5.1Access to records • 6Job offers o 6.1Conditional offers o 6.2Discovering......

Words: 6517 - Pages: 27

Premium Essay

Recruitment and Selection

...processes for recruitment and selection. Word count (excluding references and front page): 2,995 In 21st Century, tight labour market affects in more complicated and difficult task for organizations which crave to recruit and select talented employees. Fewer qualified applicants, influence in ever greater competition for precocious employees. Deficiency of talented aspirants beg the doom of necessity for successful attract, selection and remaining talented people. Larry Bossidy said that:”If you do not get the right people, you will never fulfil the potential of your business”. Building on that point, future employees are essential to provide the organization with a competitive edge. Bering in mind, that from candidates’ effectiveness depend prosperity of the company, it is essential to recall Jim Collins quotation “People are not your most important asset. The right people are.” Adoption of an effective recruitment and selection process will assure the organization with identification and admittance of ‘right people’. This essay will discuss the aim, most important stages and techniques in recruitment and selection process. It reviews the impact for an organization as a whole and explains importance of effective recruitment and selection process for the business. The particular importance of legal context will be explained and suggestions would be provided. Recruitment process Dowling and Schuler (1990 as cited in Beardwell and Holden 1997) defined recruitment......

Words: 3069 - Pages: 13

Premium Essay

Recruitment and Selection

...Recruitment and selection of Insurance Companies PREFACE People are a company’s most important assets. They can make or break the fortunes of a business. In today’s highly competitive business environment placing the right people in the right position is very critical for the success of any organization. The recruitment and selection decision is of prime importance as it is the vehicle for obtaining the best possible person-to-job fit that will, contribute significantly towards the Company's effectiveness. It is also becoming increasingly important, as the Company evolves and changes, that new recruits show a willingness to learn, adaptability and ability to work as part of a team. The Recruitment & Selection procedure ensures that these criteria are addressed   In this project I have studied Recruitment and Selection process of ICICI Prudential Life Insurance and attempted to provide some ways so as to make recruitment more effective and to reduce the cost of hiring an employee. I am privileged to be one of the students who got an opportunity to do my training with ICICI Prudential Life Insurance.  My involvement in the project has been very challenging and has provided me a platform to leverage my potential in the most constructive way. ICICI Prudential Life insurance is one of India's leading financial institutions offering complete financial solutions that encompass every sphere of life. In a short span of time,ICICI has set an example by having a steady and......

Words: 4345 - Pages: 18

Premium Essay

Recruitment and Selection

...RECRUITMENT AND SELECTION: Recruitment means to estimate the available vacancies and to make suitable arrangements for the selection and appointment of candidates to fill those vacancies. Recruitment is understood as the process of searching for and obtaining applicants for the job, from among whom the right people can be selected. “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected”. Definition- (By Edwin Flippo) “Recruitment is the process of searching for prospective employees and stimulating them to apply for the jobs in the organization.” The Recruitment Process consists of the following steps: * Decide what positions to fill, through personnel planning and forecasting. * Build a pool of candidates for these jobs, by recruiting internal or external candidates. * Have candidates complete application forms and perhaps undergo initial screening interviews. * Use selection tools like tests, background investigations, and physical exams to identify viable candidates. * Decide who to make an offer to, by having the superior and perhaps others interview the candidates. Recruitment in other words, involves contact with labour market. If recruitment is done well, the business benefits from happier and more productive people, reduced staff......

Words: 573 - Pages: 3

Premium Essay

Recruitment & Selection

...HR planning for future recruitment activities is difficult even in any economic climate. So when businesses are ever changing and the economic climate is challenging, undertaking HR planning for future recruitment activities is very difficult. It can be done however and this paper will explain how. This essay will outline what HR Planning is and how it is related to future recruitment activities as well as outline the benefits of HR planning in an organisation as well as what those difficulties are. I will then go through some strategic human resource management techniques that will help the human resource planning process easier in relation to future recruitment activities. Human resource planning is a constant process, which aims to ensure that organisational objectives are met by obtaining the right employees at the right time. Importantly with appropriate skill sets that help to deliver a competitive advantage in the organisation’s chosen market place (Compton, Morrissey and Nankervis, 2009). HR planning also assists managers in determining how the organisation should plan for its staffing requirements through future recruitment activities, however it is more than that. Charmine, Hartel, and Fujimoto (2010) discuss the human resource-planning framework. This involves a dynamic process that involves continuous environmental scanning, an analysis of organisational objectives as well as strategies and policies to ensure that the company has the right number of employees......

Words: 1655 - Pages: 7

Premium Essay

Recruitment and Selection

...2.0 ANALYSIS The analysis section will be divided into two parts, 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......

Words: 3511 - Pages: 15

Free Essay

Recruitment and Selection

...Dofasco case presented on page 521 of Recruitment and Selection in Canada. You have been hired by Dofasco to plan and execute a selection strategy for the next 10 years. Assume retirements are evenly distributed over this time. Drawing upon this case and supplemented by your own knowledge and research, write a memo to the management of Dofasco that answers the following questions or completes the required tasks. What information will you need to collect to plan a response for this transition? How will you use this information to create a selection strategy? (400-600 words; you may use a table to present the information needed and its purpose) The information that I would need to collect to assist Dofasco with the transition of having colleagues retire and new faces come in the company is the following: * First off having a HR Planning Process which describes the organizational as a whole I terms of recruitment needs will be helpful in the transition. In terms of what will be included is, external factors affecting recruitment, internal factors, job analyst , organizational analyst, job performance and the most important recruitment and selection of the candidates * What strategy do you recommend to address the large number of hires necessary in the next 10 years? Provide an outline that addresses HR planning, recruitment, and selection activities and how they are related. (400–600 words) What selection tools might be appropriate to assess......

Words: 334 - Pages: 2

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

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

...Unit 12: Recruitment and Selection P1 – Identify how two organisations plan recruitment using internal and external sources Recruitment is the process of identifying when an organisation needs to hire a new employee. It is one of the key processes of any organisation. When the process is carried out hastily, it is fraught with dangers. But when it is carried out with skill, it can be one of the most important investments that an organisation can make. The top aim of recruitment is to select someone to be a part of the organisation team who can do the job that is needed to be filled to the required standard of performance. This can be done either internally or externally. Below is a simple flowchart of the recruitment and selection process Reasons for a Vacancy Naturally, the first step in the recruitment process is when a vacancy arises in an organisation. However, before that organisation can rush to fill in the position they would have to consider some points, like why this vacancy has arisen. The first example could be that the previous employee left to go work for a competitor business or it was due to them having problems within the organisation. So unless these problems are resolved, then the new candidate will likely be unhappy too. The second example can be that an organisation will have to recruit someone to cover their female staff if they take maternity leave. In the year 2009, mothers were entitled up to 52 weeks’ maternity leave (1). Employers will be......

Words: 2711 - Pages: 11

Premium Essay

Recruitment and Selection

...Summer Training Project Report ON Recruitment And Selection Submitted in Partial fulfillment of requirement of award of MBA degree of GGSIPU, New Delhi Submitted By: priyanka 015 2010-2012 Northern India Engineering College (Affiliated to GGSIPU) FC-26, Shastri Park, Delhi-110053 ACKNOWLEDGEMENT Connection, dedication and application are necessary but not sufficient to achieve any goal. These must be awarded by guidance. This is to express my earnest gratitude & extreme joy on being bestowed with an opportunity to work in an organization as respected and reputed as BHL, Noida. It is impossible to thank personally all the people who have helped me in completion of this informative project, but it would avail this opportunity to express my profound gratitude and indebtedness to the following people:- I am indebted to Mr. Mohan Kumar Sharma (Officer – Group HR, BAJAJ HINDUSTHAN LIMITED) who gave me the opportunity to work with the organization. I am extremely grateful to my guide and project coordinator Mr. Mohan Kumar Sharma (officer– HR) & Mr. Shankar Singh (Sr.Officer –HR) who removed every stumbling block in my endeavor to complete my project successfully. They proved to be a......

Words: 3485 - Pages: 14

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

...Contents Introduction 4 Fly 540 4 Aldi 4 Internal and external recruitment 5 Benefits to Aldi for Internal Recruitment 5 How Aldi Plc Company will recruit their candidates 6 Benefits to Fly 540 for External Recruitment 6 How Fly 540 Will Recruit Their Candidates 7 Conclusion 7 Introduction 8 Legal and Regulatory Framework in Recruitment and Selection 8 Conclusion 10 Introduction 11 Person specification and purpose 11 Job description and purpose 12 Reasons for Job Application Requirements 13 References 15 Introduction According to Bratton and Gold (2007, p 239) ‘Recruitment is the process of generating a pool of capable people to apply for employment to an organization. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.’ Here Bratton and Gold state that recruitment and selection go hand in hand, but they are two separate activities require a separate range of skills and expertise. Here Fly 540 Fly540 is East Africa’s premier low cost airline offering low fares on scheduled flights all year round to destinations within Kenya, South Sudan and Zanzibar. Headquartered in Nairobi and operating from Jomo Kenyatta International and Wilson Airports, Fly540 Kenya flies to Eldoret, Kisumu, Lamu, Lodwar, Malindi, and Mombasa and across the border to Juba and Zanzibar. Aldi......

Words: 2671 - Pages: 11

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

Katana Maidens Toji no Miko (25) | EngView Package Desi | First Man El Primer Hombre BluRayRip AC3 5.1