...Recruitment Strategy Organizational goals Landslide Limousines is a new company looking to establish itself in Austin, Texas. The transportation market is already established with multiple companies and modes of transportation in direct competition with Landslide Limousines. To be successful, Landslide will have to differentiate itself from the other competitors in the area and region. The best way that it can do this is through excellent customer service and by being an excellent employer. A substantial training plan combined with an equivalent compensation and benefits package should enable Landslide to attract employees. An effective recruitment strategy geared toward diversity will also enable Landslide to be competitive. Organizational Branding Landslide Limousines’ brand will have to center on being the best luxury transportation company in Austin, Texas. Landslide should become known for having the best customer service and the best drivers. It should also be known for being the best employer to work for. How the chauffeur interacts with the customers is most important. When someone rents a limousine for the night, that person expects to be treated professionally and with courtesy so that he or she can enjoy his or her evening. If the customer receives bad service, the customer has plenty of options elsewhere within the Austin, Texas area. How the driver handles the vehicle should also be a priority. Unless the customer is a “daredevil,” he or she usually...
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...Selection Package Analysis: Recruitment Strategy INTRODUCTION With the increasing demand for talent, it is becoming increasingly difficult to source proficient human resources. This report provides a rationale and justification for the recruitment strategy developed for the position of Dispute Resolution Officer with Suncorp Metway Insurance Limited (Suncorp). This report will explore the organisation and job context, and the specific recruitment strategy recommended. The proposed recruitment strategy will be analysed with reference the organisational context and the influence this has had on the nominated strategy; arguments developed through academic & empirical literature and the five principles of selection will also be applied. The Organisation: Suncorp Metway Insurance (Suncorp) is an international organisation with numerous operations throughout Australia and New Zealand. Operating within an increasingly competitive market, Suncorp has taken steps to ensure its competitive advantage is maintained through a strong emphasis on customer service and cost efficiency. In addition to its market reputation of reliability and being an insurer of choice, the Company has sought to sustain a career orientated workforce, and thereby uphold its commitment to customer service through employee experience and expertise. As discussed in the Organisational Analysis [Appendix 1], one of the key selling points used to attract external candidates to Suncorp is its emphasis...
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...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 3%...
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...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, this...
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...Recruitment Advertising & Recruiting Strategy In a time when many companies are cutting costs across their operations, a growing number of HR departments are changing the ways they recruit. Their goal: to boost recruiting efficiency (reducing recruiting costs per hire). Their means: innovative recruiting approaches that bring imagination and aggressiveness to a company's overall recruiting function. Innovations are occuring in several elements of the recruiting process. Here is a look at innovations in several areas. Recruitment Advertising An increasing number of companies are supplementing and even replacing the traditional classified ad with creative, clever, eye-catching ads. These ads are essentially a company's resume and cover letter, designed to send a unique and memorable message about the company to sought-after prospective applicants. Recently, Personnel Journal reviewed several hundred ads submitted by subscribers and reported some trends in this type of advertising. They include: 1. Use of Employees in Ads Instead of the traditional testimonials, more company ads are spotlighting employees, talking about their skills, jobs, and accomplishments. For example, General Dynamics has run a series of ads that, by comparisons with great inventors, compliments profiled employees and their colleagues. For example, one ad hadline in the series proclaims, "We're looking for another Newton ...And another Newman: (Howard Newman, one of General Dynamic's senior project engineers)...
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...Recruitment Methods and Strategies Michael Obesso Saint Leo University Abstract This paper discusses recruitment methods and strategies and demonstrates how beneficial it is for a company when recruiting is done right. This paper discusses techniques used by recruiters to find job candidates to include modern, internal and external methods of recruiting. Additionally this paper looks at strategies companies use to attract possible candidates. Strategies discussed consist of inviting candidates to events, showing candidates you want them, looking for talent in unlikely places, and using social networking sites. Recruitment Methods and Strategies Recruitment is an essential part of any business, and it pays to do it properly. When companies choose the right people for the job, treat them appropriately and train them well, these people will tend to stay with the company longer and produce exceptional results. In such conditions, the organization’s initial and continuing investment in them is well rewarded. Recruitment is a process of locating and employing the best-qualified candidate for a job, in a cost- effective and timely manner. Recruitment consists of analyzing the requirements of a job, drawing employees to that job, screening and selecting applicants, hiring, and incorporating the new employee to the organization. Traditional Recruiting Methods Even with the fast pace of change in HR methods, most classic recruiting methods still play an important role in...
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...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 delivered...
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...4.1. Recruitment Yield Ratio: Recruitment yield measures the success of recruitment strategies. Recruitment yield ratios refer to, for example, the ratio of candidates’ resumes forwarded by the recruitment agency to those then shortlisted for interview those interviewed to offered, those offered to placed, across a business over time. 4.2. Profiling Candidates Profiling is the process of finding resumes within the recruitment process. Recruiters, both third party and corporate, need to find qualified candidates for their open job orders, oftentimes with very unique or niche work experience. Sourcing refers to the initial part of recruiting (actually finding the candidates through a variety of methods.) Some recruiters perform the sourcing function...
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...In a time when many companies are cutting costs across their operations, a growing number of HR departments are changing the ways they recruit. Their goal: to boost recruiting efficiency (reducing recruiting costs per hire). Their means: innovative recruiting approaches that bring imagination and aggressiveness to a company's overall recruiting function. Innovations are occuring in several elements of the recruiting process. Here is a look at innovations in several areas. Recruitment Advertising An increasing number of companies are supplementing and even replacing the traditional classified ad with creative, clever, eye-catching ads. These ads are essentially a company's resume and cover letter, designed to send a unique and memorable message about the company to sought-after prospective applicants. Recently, Personnel Journal reviewed several hundred ads submitted by subscribers and reported some trends in this type of advertising. They include: 1. Use of Employees in Ads Instead of the traditional testimonials, more company ads are spotlighting employees, talking about their skills, jobs, and accomplishments. For example, General Dynamics has run a series of ads that, by comparisons with great inventors, compliments profiled employees and their colleagues. For example, one ad hadline in the series proclaims, "We're looking for another Newton ...And another Newman: (Howard Newman, one of General Dynamic's senior project engineers). The ad's text showcases Mr. Newman's...
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...Recruitment Strategy and Job Offer Process Paper Jami Kellogg HRM/548 August 10, 2015 Victoria Jones Recruitment Strategy and Job Offer Process Paper Recruiting strategies vary by job position available, what candidates do the company want to attract, and how can these strategies bring in long term employment for the company. No one strategy will fit in every area, so the Hr department must come up with a strategic plan that can be altered easily to fit the needs of the company at any given time. When it comes to filling positions for business, education or engineering each are completely different from one another, but hard to fill and hard to keep filled. Each strategy will need to fit each area to attract the best person for the job. Educators are not hard to come by, but the turnaround is high because the incentives are not there. When it comes to recruitments strategies for hiring educators there needs to be incentives that entice the person to want to become a part of the team for that school. The strategies that the HR department can use to attract candidates for this position are higher benefits and supplement packages. “In general, teaching salaries tend to be low, so it’s important to let potential applicants know what else your school offers. Make sure your advertisements feature information about health insurance, salary supplements, and retirement benefits.” (WikiHOW, n.d.). Job fairs and widely used advertisement is also a great strategy when it comes...
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...study: i) Primary objective: The primary objective of the report is to analyze Textile industries HR functions in the light of Manpower planning and forecasting. Here, we will explore the overall staffing activities of the TEXILAND. ii) Secondary Objective: The secondary objective of this report is to know about the actual scenario of the HR practice in the Textile industries of our country. It will help us to compare our theoretical knowledge with the real HR practices. How are job objectives/standards set by the company Various job analysis process and role of HR activities that the company is using and reasons for that How do the companies ensure a fair and equitable evaluation Methods of internal and external recruitment How is the staffing strategies determined for each level/rank of employee Determine the gap and develop action plans for demand and supply forecasting of the organization 1.2 Scope The scope of...
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...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 &...
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...IS351_Recruitment_and_Retention_Strategies Research recruiting and retention strategies at three different companies. What distinguishes one company from another in this area? Are strategies such as signing bonuses, tuition reimbursement, and business casual dress codes standard for new information technology workers? What strategies appeal most to you? Summarize your ideas in a two-page paper, citing at least three references. The first company I looked at was Johnson & Johnson. This company has diverse demographics in its workforce and management and has superior work/life benefits, including: retirement transition; paid time off for volunteering; a work/life resource and referral program; eldercare and adult-management services; childcare discounts, onsite daycare, resources for parenting and health-risk assessments and referrals. Some other benefits include flexible hours, onsite religious accommodations, subsidized membership in wellness/fitness facilities, a caregiver web site, an eldercare program, and college webinars and counseling. The second company was Bank of America. It is a longtime leader in recruitment and retention, especially of women and LGBT employees. The bank has always been a trendsetter in work/life policies, and its current roster of benefits includes retirement transition, paid time off for volunteering/community outreach/professional activities, onsite religious accommodations, reimbursement for both formal and informal childcare...
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...International Recruitment, Selection, and Training Strategies The world has been rapidly transforming due to the changes in technology, innovations, and the reduction of trade barriers into and out of countries which have permitted globalization. Due to globalization human resource management has been forced to take a more international approach, and has demonstrated that a more effective management of human resources internationally is imperative for the success of companies in international business (Shen). Therefore international organizations need to understand the roll that plays the international human resource management (IHRM) department, and the importance of adopting an effective recruiting, selecting, and training strategies that will enable the company to select the right talent for the right places. IHRM plays a very important and challenging roll in the international setting of organizations because “they must develop practices which will maintain congruence with the overall strategic plan of their respective multinational corporations, while balancing the economic, social, political, and legal constraints of the host countries” (Caligiuri). Companies understand that the only way to develop strong and successful global leaders, which are keys to competitive advantage, is through an IHRM department that has a well develop competitive strategy in place. Multinational Corporations (MNCs) like Unilever and Huawei Technologies Co., a Chinese networking and telecommunications...
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...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...
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