Recruitment and Selection Strategies

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Table of Contents

Abstract
The Forecast for Employment Needs
Recruitment Strategies
Selection Strategies
The Role of Organizational Diversity in the Company
Conclusion
References

Abstract

Clapton Commercial Construction plans to expand into Arizona. To gain benefits from the expansion, it is necessary to conduct the recruitment and selection process effectively.

The recruitment and selection strategies used by Clapton Commercial Construction’s mangers should address the employment needs and diversity issue. Recruitment and candidate selection activities should respond to the organization’s needs.

To expand into Arizona successfully, Clapton Commercial Construction should focus on realizing a range of specific recruitment and selection strategies which are proposed to meet the organization’s needs.

Clapton Commercial Construction plans to hire more than 120 employees because of expanding into Arizona, and the human resources managers’ tasks is to address the expected -3% revenue growth and the typical turnover rate of 20%.

Arizona is characterized as the business-friendly state because of the low corporate income tax rate, but it is important to focus on the fact that demographics, economy, and laws of Arizona can influence the Clapton Commercial Construction’s recruitment and selection process significantly.

Thus, the developed recruitment and selection strategies used by Clapton Commercial Construction’s mangers in Arizona should address the question of the employment needs and diversity issue; and recruitment and candidate selection activities should respond to the organization’s needs.

The Forecast for Employment Needs

While planning to hire more than 120 people in Arizona, Clapton Commercial Construction plans to develop the effective job requirements related to the created job positions. At this stage, the company needs to hire more than one hundred well qualified employees for the newly created positions.

Referring to the organizational goals, it is possible to note that the company plans to focus on long-term contracts while concentrating on the business plan for the next five years.

Thus, to recruit employees effectively, it is necessary to pay attention to the Arizona’s demographics, diversity issue, and potential workforce needs. Females are 50% of the state’s population, and Hispanics are 25% of the state’s population (Arizona.com, 2014).

These facts should be taken into account while developing the recruitment and selection plan. Clapton Commercial Construction expects to hire local females and males for all the positions in Arizona, except consultant part-time positions.

The organization plans to hire the female and male population equally as well as to address the diversity issue. That is why, the discussed statistics can be considered as contributing to the company’s goals.

Recruitment Strategies

Recruitment is a process of finding appropriate candidates for job positions within a certain organization.

Effective recruitment strategies are based on following such federal and state laws as Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act of 1990, and the Genetic Information Nondiscrimination Act of 2005 (Jackson, Schuler, & Werner, 2011, p. 82-85).

Arizona Employment Law provides even more protection for employees while being compared with the federal laws (State of Arizona Website, 2014). Thus, all the used recruiting methods should address the stated legal norms.

The first step which should be completed by the managers of Clapton Commercial Construction is the evaluation of the need related to the position, and the development of the job requirements.

The company’s managers should pay much attention to the fact that the job position should be attractive for males and females. That is why, the proposed benefits and rewards should be clearly stated in the job description.

The next aspect is the development of the effective recruitment plan which includes the process of advertising the position and attracting the applicants as well as the process of sourcing. In Arizona, the people seeking for job are inclined to search for available job positions at the specialized websites.

Thus, the HR managers should develop and post the effective job descriptions at the recruitment websites popular in Arizona.

To find and hire the talented employees and qualified specialists in the field, it is necessary to research resume databases, specialized social networking websites, and professional conferences (Cascio, 2013, p. 112-116).

The next step is the process of screening candidates in order to find the most appropriate person for the advertised position. After reviewing the candidates’ resumes and choosing those ones which match the stated criteria, it is necessary to conduct the interview.

To avoid biases and cases of discrimination, it is necessary to develop the standard interview forms and record the interview sessions to be examined by the recruitment committee. Structured interviews are valid and useful to keep focus on the important topics (Jackson, Schuler, & Werner, 2011, p. 249).

Depending on the position, Clapton Commercial Construction can conduct one-stage face-to-face structured interviews and two-stage panel and face-to-face structured interviews.

The criteria according to which the interviews will be assessed should be clearly noted for the committee, and the focus on inspecting the candidates’ qualifications and experiences is expected.

Selection Strategies

Having completed the stage of conducting interviews, it is necessary to select the most appropriate candidate for the position. The company’s HR managers should review the company’s organizational goals and the job requirements.

It is necessary to check the candidates’ answers to the interview questions and compare and contrast them. The focus on the candidates’ reactions to the questions, verbal and non-verbal signals are also important to discuss the candidate’s preparedness to take the proposed position (Arthur, 2012, p. 278).

It is important to note that the selection process is the focused on determining the candidate’s potential performance and motivation related to the certain job position (Jackson, Schuler, & Werner, 2011, p. 226). The HR manager should pay much attention to selecting the most motivated candidate to obtain the position.

The Role of Organizational Diversity in the Company

The US workforce is diverse in relation to race, age, gender, and culture. Diversity can contribute significantly to the development of Clapton Commercial Construction in Arizona.

Thus, “diversity-driven work environments go beyond affirmative action by nurturing individuality and making changes to suit the needs of employees without sacrificing business goals” (Arthur, 2012, p. 110).

While focusing on hiring females and Hispanics, the company can not only create the positive working environments but also maximize the organizational productivity.

The diverse workforce contributes to the company’s effective performance because the focus is made on hiring and encouraging talents within the company while addressing the issues of the diverse culture and gender.

To create the effective diverse team, the HR managers of Clapton Commercial Construction should pay much attention developing the policies to meet the needs of the working males and females, and the needs of Caucasians and Hispanics working in a team.

Conclusion

The developed recruitment and selection plan provides Clapton Commercial Construction with a lot of opportunities to expand into Arizona effectively, while focusing on the appropriate employment strategies and addressing the issue of diversity.

To respond to the company’s goals and objectives, the Clapton Commercial Construction managers should use the recruitment and selection strategies which are developed according to the federal and state laws and which are correlated with the demographical requirements in the region.

References

Arizona. (2014). Web.

Arthur, D. (2012). Recruiting, Interviewing, Selecting & Orienting New Employees. USA: AMACOM.

Cascio, W. F. (2013). Managing Human Resources: Productivity, Quality of Work Life, Profits. USA: McGraw-Hill.

Jackson, S., Schuler, R., & Werner, S. (2011). Managing human resources. USA: Cengage Learning.

State of Arizona Website. (2014). Web.

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