Recruitment and Selection Strategies for Landslide Limousines

Recruitment and Selection Strategies for Landslide Limousines

Landslide Limousines coming to the end of his new venture. They will begin a new adventure in Austin, Texas soon. Before the doors open, there must be an implementation of recruitment and selection. These strategies have been have been put in play by Atwood and Allen Consulting. Diversity of an impact on an organizations as well as the recruitment and selection strategy law.

Having diversity and growth in Austin will boost up the population.  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). Population is growing faster with minorities coming to America. (Robinson, n.d.).

The organizational goal for Bradley Stonefield will make sure first-class transportation is centered for his customers. Trend demographics should be interpret correctly due to the area for recruiting staff of Landslide Limousines.  Multiple cultures need to be met due to Austin, Texas becoming diverse. Within the first year, 25 employees will be hired, and having a diverse work team will help to ensure all customers are delivered the first-class service they deserve. “When companies discover they can communicate better with their customers through employees who are similar to their customers, those companies then realize they have increased their internal diversity. And that means they have to manage and retain their new, diverse workforce. There is no going back; diversity breeds diversity. Managing it well is an essential part of HR strategy” (Cascio, 2013, p. 146).

The need for diversity at Landslide Limousines will allow trending demographics. Over the next five years it seems to be trend of demand of more drivers. Currently, the turnover rate is about 10%. Due to the unknown number of the company’s growth, at least 12 additional employees in this time frame.  Organizational brand need to be established before recruitment takes place. According to "Brand Identity - Definition and Concept" (2013), “Brand identity stems from an organization, i.e., an organization is responsible for creating a distinguished product with unique characteristics. It is how an organization seeks to identify itself. It represents how an organization wants to be perceived in the market.” Landslide Limousine’s brand is simple. It is first-class transportation servicing the diverse Austin area by the people who live there. “Intentionally developing and strengthening a unique brand is vital to long-term organizational success and bottom-line growth” (2009, para. 2).

No matter how unique or diverse an organization is, there are several laws to consider for recruitment, screening, and selection methods. The most general Act is The Civil Rights Act of. “The Civil Rights Act of 1991 amended the Civil Rights Act of 1866 so that workers are protected from intentional discrimination in all aspects of employment” (Cascio, 2013, p. 104). Other laws to consider are: Equal Pay Act of 1963, Age Discrimination in Employment Act of 1967, Title I and Title V of the Americans with Disabilities Act of 1990 (ADA). The discriminatory practices of job advertisements, recruitment, testing, and hiring are prohibited by these laws ("Federal Laws Prohibiting Job Discrimination Questions And Answers", 2009). Lastly, adverse impact is “unintentional discrimination that occurs when identical standards or procedures are applied to everyone, despite the fact that such standards or procedures lead to a substantial difference in employment outcomes for the members of a particular group” (Cascio, 2013, p. 714). It must be avoided throughout the entire recruitment and selection process.