Essay about Week 6 Recruitment and Selection Strategies

813 WordsAug 30, 20154 Pages
Recruitment and Selection Strategies Recommendations HRM/531 November 13, 2014 Recruitment and Selection Strategies Recommendations With the expansion of Clapton Commercial Construction on the horizon, Atwood and Allen Consulting have created these recommendations for recruitment and selection. Clapton Commercial Construction will be expanding by twenty percent into Arizona, which is a new market for them. In this proposal we will discuss the need to recruit/select for the expansion project, the importance of diversity, how Clapton Commercial Construction can brand their organization, and how to legally recruit and select candidates. Once all these concepts are in place for Clapton Commercial Construction the company will be ready…show more content…
Diversity will be a big component of this concept. Teamwork is only successful when all working parts are functioning as one. Diversity awareness course should be given to all employees, and conflicts will need to be resolved as soon as managers are aware. Recruitment concepts Recruitment is vital to the success of your organization. This process will determine your workforce. As mentioned in our prior recommendation it is important to hire employees that share the organizations goal of successfully expanding into a new market, while continuing to provide our clients with superior service. The human capital theory suggests that education or training raises the productivity of workers by imparting useful knowledge and skills, hence raising workers' future income by increasing their lifetime earnings (Becker, 1964). Before Clapton can post the vacancy for open position, you must determine the type of candidate you are searching for. Ensure that the description for the open position is descriptive of the job role; the knowledge, skill and ability needed. The post should also reflect the expectations of the candidate and a clear outline of the Clapton’s organizational goal. Recruitment will be handled by your HR department specialist; they should be family with the Equal Employment Opportunity Act. “According to the U.S. Equal Employment Opportunity Commission (EEOC), an employer may not fire, demote, harass, or otherwise “retaliate”

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