Recruitment and Selection Strategies – Landslide Limousine

Recruitment and Selection Strategies – Landslide Limousine

Christina Medina, Ashlie Miller, LaTisha Morgan, and Nadine Ford

HRM/531 – Human Resource Management

April 21, 2014

The recruitment and selection strategies stage is extremely important to the complete success of Landslide Limousine Service to survive in a highly competitive market in Austin.  Selecting the 25 most qualified staff personnel to fit the right positions can be a challenge and requires patience, knowledge, and understanding of the company’s objective of being a “First class transportation service”.  It is imperative to recruit personnel that are experienced, knowledgeable, and well-rounded with an interest in developing personal growth and can follow through with the company’s goals and achievements.  As former and late CEO of Apple, Steve Jobs states, “Recruiting is hard, it’s finding the needles in the haystack …” (Cascio, 2013 p. 200), and following these recommendations will make all the needles, become visible.

The overall organizational goal is a small reflection of the performance management plan that we provided to you a few weeks ago.  The company’s goal is to expect a 10% turnover rate with an annual net of - $50,000.00 within the first year, clearly shows that investing in the recruitment and selection process will be one of the top priorities.  Goals and mission statements communicated to new recruits along with your visions and achievement to the development of Landslide Limousine Service for the next few years should establish a sound foundation.  Following the labor laws of the state of Texas is crucial in the recruitment and selection process, you must follow through at all cost, as noncompliance can be very costly.  A few important laws to consider specifically for Texas:

 Equal Pay Act of 1963 (EPA) – Men and women in the same workplace must be equally paid for equal work and the jobs need to be identical.  This law including salary, overtime pay, bonuses, profit sharing and bonus plan, vacation, and holiday covers all forms of pay.  If there is an inequality in wages between men and women, employers may not reduce the wage of either sex to equalize their pay (Laws, Regulations, Guidance and MOUs).

The Age Discrimination in Employment Act 1967 (ADEA) – involves treating someone (an applicant or employee) less favorably because of his or her age.  It only forbids age discrimination against people who are age 40 or older and does not protect workers under the age of 40.  It is legal for an employer or other covered entity to favor an older worker over a younger one.  Discrimination only occurs when the victimized applicants are all over the age of 40 (Laws, Regulations, Guidance and MOUs).