Hrm 531 - Recruitment and Selection Strategies

Recruitment and Selection Strategies

Patricia Keith

HRM/531

March 2, 2015

Prof. Virginia McMinn

Recruitment and Selection Strategies

Recruiting and selecting suitable candidates to fill open job positions in an organization is a strategic function. While potential workforce candidates can be found through many sources, organizational recruitment and selection strategies must always align with the business’s strategic plan. An organization’s effectiveness is dependent upon the effectiveness of its workforce. Thereby, when deciding which recruitment techniques will best fit the organization’s needs, it is important to consider the company’s culture, demographics, and future needs. A highly skilled workforce is critical to an organization’s productivity and its competitive advantage.

Recruitment and Selection Recommendations

        Workforce planning involves assessing current and meeting future workforce needs. Once the organization’s current and future needs are determined, a strategy for ensuring that these needs are met must be developed (Robbins & Coulter, 2007).

Organizational Goals

Clapton Commercial Constructions’ (CCC) strategic plan involves restructuring its business to include an additional location in Arizona. A successful reorganization requires careful preparation and planning when addressing the necessary workforce needs and support services. With the planned expansion, the company will add 20% to its current workforce of 650. CCC’s existing Michigan location has net revenue of $10,000,000, which is expected to grow by 3% after the expansion. The company’s annual employee turnover rate is at 20%, and they expect it to stay the same. A market and demographic evaluation for the new location has been performed; therefore, the company must prepare for operational and workforce differences.

Forecasted Demographic Changes

        Employers have been found to change recruitment and selection processes in response to demographic market changes. Some of these changes include:

• The characteristics of open positions.
• Reduced selection standards.
• Different recruiting methods.

Table one illustrates a comparison of the similarities and differences in the demographics of Michigan and Arizona that must be considered when forecasting demographic changes.

      Table I