Companies should focus on developing effective recruitment programs that will attract people who correctly match their organisational policies and business objectives (Lavigna & Hays, 2004). This is the focus of every organization that needs to thrive in today’s business world. However, finding the right people to fill positions in the workforce has proved to be a difficult task for many businesses. The main reason for this failure is that the right considerations are not applied when recruiting employees. In this regard, the Limousine Company should rely on a well-structured recruiting and selection program that will enable it to recruit the most suitable people in the workforce. Following is a summary of all the factors which the company needs to consider when carrying out the exercise. ORGANISATIONAL GOALS Before recruiting employees, the company should consider its overall organisational goals and the targeted expectations and use these as a basis for the exercise. This will enable the company to understand what needs to be done in ensuring that corporate goals are fully achieved. It is also important for the company to align its workforce with the organisational goals, for this will be crucial in the execution of the business objectives. More importantly, being a new business, the company will have to focus on how it can grow within the shortest time possible. This, however, may prove to be a big challenge, because there are other established businesses in the industry. In this respect, the Limousine Company should target qualified and experienced persons who will be able to move the business forward. FORECASTED DEMOGRAPHIC CHANGES Demographic changes are common in the workplace due to changing organisational policies and other factors (Reskin, McBrier & Kmec, 1999). For instance, people are expected to get older with time and eventually retire from work, paving the way for others to join the workforce. There is also the big possibility of maternity-related issues where female employees are forced to abandon work for some time to attend to family matters. These are just some of the things which the company should consider when structuring a recruitment and selection program. About the age factor, the company should consider hiring young people to ensure that maximum employee service is achieved. Even though it will be good for the company to observe the issue of gender equality in its recruitment exercise, the number of male workers should be higher than that of the female workers. This will make it easy for the organization to accommodate the situation when female workers go on maternity leave. All these are factors that can lead to demographic changes which should be considered when recruiting employees into the company. PROJECTED WORKFORCE NEEDS Various workforce needs will be expected in the next five years based on organisational goals and demographic changes. For example, the business will be seeking to expand its horizons to reach new markets. This means there would be an increase in the number of employees who will be needed to serve in various parts of the company. There is also a possibility of new market needs and an increase in competition as businesses try to outperform one another in the industry. This is likely to influence the Limousine Company to consider applying certain interventions that are aimed at developing its workforce. This way, employee training will come in as an effective way of improving the company’s competitive edge in the market. Another projected reason which could lead to the above situation is when the company decides to diversify its organisational goals as it advances. WORKFORCE DIVERSITY OBJECTIVES Workplace diversity has over the years become a key necessity for business success. Some of the common benefits associated with workplace diversity include increased workers’ exposure, business reputation, conflict resolution, and mutual respect among employees (Bucher & Bucher, 2004). All these are objectives of workforce diversity that are crucial to business success and which the company should embrace when recruiting employees. Drawing workers from different cultural backgrounds will not only enrich the workforce, but will also ensure that the business benefits from workplace diversity objectives. ORGANISATIONAL BRANDING A brand is arguably the most important feature that can be used to differentiate a company from other organizations in the market. In this regard, the manner in which brands are presented to the public means a lot to the success of businesses. In most cases, employees are viewed as brand ambassadors of their companies, since they tend to play a significant role in the promotion of organisational goals. This objective is achieved through workers’ attitudes, behaviours, and interests on products and services offered by their organizations. These aspects can give a significant impression on brands depending on the manner in which they are presented. In this regard, it is important for the Limousine Company to attract good employees who will promote healthy messages about its services. METHODS OF RECRUITING CANDIDATES Various approaches can be used to find suitable candidates for employment in the company. These would include both internal and external tools. Internal tools include the use of organisational communication platforms and employee referral programs, among other internal sources. External tools, on the other hand, comprise of things such as newspaper advertisement, radio, TV, vocational events, institution hiring fairs, mobile outreach, and the internet. Being a new venture in the market, the company should focus on methods that would tend to have a substantial impact on people and ones which are likely to attract the best candidates for the job. In this regard, newspaper advertisement, institution fairs, and the internet will be the most appropriate methods to apply here. METHODS OF SCREENING CANDIDATES Candidate screening entails the use of various techniques to determine the suitability of potential employees based on aspects of qualification, skill, and competence. This vital exercise begins after the application has been received and it is the only way through which recruiters can get to know the candidates better. The most common techniques of initial candidate screening will include resumes, telephone interviews, face to face interviews, and background checks. Another useful method of testing potential employees is the use of multimedia interviewing. This is whereby candidates present themselves to the recruiter through voice response, written answers, multiple choice, and video response, among other ways. Multimedia interviewing is regarded as a powerful tool of conducting pre-employment screening since it offers people the ability to select the interview method which is appropriate for every question featured in the interview (Chapman & Webster, 2003). Based on these observations, multimedia interviewing is the most appropriate screening method to use here. INTERVIEWING METHODS Pre-employment interviews are conducted with the aim of getting to know the candidates better before absorbing them into the workfo
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