Professional Documents
Culture Documents
Recruitment and Selection Strategies Recommendations
Recruitment and Selection Strategies Recommendations
Organizational Goals
diverse workplace may cause challenges however, it will benefit the company by offering the
opportunity to obtain and influence potential employees. With the proper recruitment and
selection strategies, Landslide Limousine Services can compete with other competitors by
providing customers with quality service. It is recommended for the company to hire the most
competent candidates as well as offer a reward and compensation plan to award the organizations
most talented employees. With the proper recruitment and selection strategies and a reward and
compensation plan, Landslide Limousines Services can achieve the challenges involved in
managing workplace diversity.
It is important to consider the laws for recruitment and selection. Understanding laws passed
to protect the rights of people in the workplace are an important part of running a successful
business. Being able to adapt to a changing society in which the laws are passed to help all to
have equal opportunities, is vital to continued growth. Some of these laws consist of the
following:
Civil Rights Act of 1964; this law is a federal law that prohibits discrimination based on
religion, color, race, disability, age, sex or national origin. This law is particularly
applicable to workplaces employing more than 15 people (EEOC, 2014).
The Pregnancy Discrimination Act of 1975; this act prohibits refusal to employ pregnant
female employees (EEOC, 2014).
The Americans with Disabilities Act of 1990; prohibit employer to discriminate based on
disability. (EEOC, 2014).
Organizational Branding
company. Customer service is very key and vital in these positions, as they type of service the
customer receives will determine their continued business and longevity with the company. With
this, it is important for the management teams to focus on the selecting, hiring, and retaining the
organizations valued resources. It is also important that the organization abide by the
organizations local and state laws and regulations. Not following the companys proper
employment practices can cause harm to the organization as well as the client.
When selecting a chauffeur, management must create job ethics and standards. It is
important these standards are followed by each applicant applying for the chauffeur position. The
next step is to develop a job description. Developing a job description will ensure that each
applicant is aware of the jobs responsibilities and expectations associated with the position.
Properly developing strong job responsibilities will also assist in disciplining chauffeurs who are
not performing efficiently.
Upon offering the chauffeur position it is important to give each applicant a copy or
the job description. The next step in recruitment is to prepare a job application form. This will
ensure that the correct information is provided to the applicants in regard to the working in the
limousine business. The final step in the recruitment process is developing a limousine driver
training and employee placement package. The training and placement package will assist in
helping management and employee to move forward after the hiring process is complete.
Interviewing
After applicants have submitted his or her application and each application is carefully
reviewed, a formal interview should follow for qualified candidates. Conducting formal
interviews are important because it will assist the hiring manager and the applicant the
opportunity to evaluate the positions working conditions. According to Cascio (2013), when
conducting the proper interview it is important to follow the following steps:
Prepare for the interview and select a designated time in a quiet location.
Pay close attention to applicants and listen to his or he answers with an opened mind.
It is important to avoid interruptions and answering the phone when conducting a formal
interview. It is also important to avoid making promises to potential applicants
including promising applicants that someone will contact them with the results. If promised it is
proper to do so to avoid misrepresenting or misleading the applicant. In addition to conducting a
proper interview it is necessary to evaluate appearance, character, communication, intellect,
education, knowledge, talents and potential for furthering his or her development and
determination.
Selecting Candidates
After the interview process, potential employees would move on the next step which
would consist of forming an analysis to include information gathered in the formal interview as
well as each potential applicant driving skills, background check, and a review of his or her
motor vehicle records if applicable. This will assist in providing adequate information on each
applicant and help in selecting the correct candidates for the job.
Conclusion
References
Cascio, W. F. (2013). Managing Human Resources: Productivity, Quality of Work Life, Profits
(9th ed.)
Boston, MA: McGraw-Hill/IrwinEEOC (2014). Discrimination by Type, retrieved
fromhttp://www.eeoc.gov/laws/types/index.cfm