Hrm 561 - Recruitment and Selection Strategies Recommendations

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Mrs. Luther needs to keep in mind to have a strong job posting with detailed job descriptions so the applicants are aware of the skills needed, job responsibilities, and the expectations required with the position. Doing virtual job fairs will also allow Clapton Construction to begin recruiting for the jobs that are needed to be filled before the company is up and running in Arizona. Once the business is started in Arizona, they can begin to build their brand by employee referrals. An employee referral program will help the company in generating job satisfaction and a culture in which the company will treat employees with respect and correct attitude (Hogan, 2012).

Interviewing

Applications should be carefully reviewed and narrowed down by the applicants that are best suited for the job. After the selection has been made, a formal interview should be conducted. These interviews are important because it will help the hiring managers get a feel of the applicant, as well as give the applicant an opportunity to check out the working conditions. “Well designed interviews can be helpful because they allow examiners to gather information on characteristics not typically accessed via other means, such as empathy, and personal initiative” (Cascio, 2013). When conducting interviews, these recommendations should be followed:

- Questions should be based on the job analysis.

- The same general questions should be asked to every applicant, in order to keep things fair.

- There should be a detailed rating system that will gage behavioral descriptions and compare the answers to other applicants.

- The hiring manager should take detailed notes during the interview.

- There should be different interviewers. This will allow for someone else to maybe catch on to something that another interviewer did not see.

When conducting an interview, the hiring manager needs to make sure there

are no interruptions. Other things the hiring manager needs to consider when doing the interview, besides the answers provided by the applicant during the interview, are: appearance, character, educational background, communication skills, drive, and potential to further his or her career, and overall knowledge (Cascio, 2013).

Selecting Candidates

Before selecting the proper candidates, the recruiting process, the interview, and other screenings should be done. Potential employees that make it through the interview will be evaluated based on the interview, results of the background check, references will be checked, and other information that could be used to make a decision on an applicant that is better qualified for the position. To make sure the selection process works, Clapton Commercial Construction will need to track the efforts and results to find which selection strategies work and those that do not. By keeping track of this information, the recruiting and selection process will be a great guide to follow; as the company grows and changes, the recruiting and selection process will also have to change.

Conclusion

Selecting the right candidates is an important strategy that Clapton Commercial Construction will need to help in the growth of the company when expanding the business to Arizona. The recruitment and selection process can be overwhelming to some, but if Clapton Commercial Construction follows the process it will ensure that the right candidates are selected for the job. “Regardless of the size of a firm, or what industry it is in, recruitment and selection of people with strategically relevant abilities is more important than ever” (Cascio, 2013). Clapton Commercial Construction needs to keep this in mind as they embark on this new journey.

References

Age Discrimination Fact Sheet. (2014). Retrieved from http://www.aarp.org/work/employee-

rights/info-02-2009/age_discrimination_fact_sheet.html

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

(9th ed.). Boston, MA: McGraw-Hill/Irwin

EEOC, 2016, Discrimination by Type. Retrieved from htt://www.eeoc.gov/laws/types/index.cfm

Hogan, M. (2013). Employee Referrals: A Human Process. Retrieved from

https://www.recruiter.com/i/employee-referrals-a-human-process/