Recruitment and Selection Strategies Essay Example for Free

Recruitment and filling Strategies EssayOver the past fiver weeks, work was completed on an employment compliance plan, compensation, and benefits strategies plan, manageance management strategies suggested, advise given on tuition plans, and this week, we ordain provide recommendations on recruitment and selection strategies.Within these suggested strategies, the importance of implementing the pursuit provide be highlighted, the goals for Bollman Hotels, anticipated demographic switch overs, analysis of projected workforce inquires, objectives of workforce transmutation, branding of the organization, methods for recruiting, screening, and selecting expectations. organisational Goals Bollman Hotels has boodle revenue of $100,000,000 with a 15% growth expected within the first year. A workforce of 25,000 employees with plans to append by 20% with the expansion to India and the current employee derangement is 5%. Based on this information and the full stop of their b usiness development, they result need to enter the Indian securities industry fiercely, but with as little disruption to the tourism industry as possible. Therefore, Bollman go away halt to be competitive and establish a post-mortem hotel chain that will lure international travelers seeking the exotic, heterogeneous, and lavish experience by offering elitism charm on business or pleasure (Incredible India, n. . ). It is recommended that the goal of Bollman Hotels in India is to open and put to work at a five star deluxe status and be competitive with hotels such as Taj Falaknuma Palace, ITC Hotel Kakatiya, super C Hyatt, Hderabad, and The Ashok, just, to name a few (Ministry of Tourism, Government of India, 2013). Therefore, Bollman Hotels will be a premier chain time aligning itself with the Government of Indias tourism and hotel requirements (Ministry of Tourism, Government of India, 2013). Forecasted Demographic ChangesBollman Hotels entrance into the Indian market also means a shift in the demographics. Affluent international clients visiting Bollman hotels will take aim notoriety to the region that they are located resulting in an economic hike. A thriving emerging delivery means Indian Nationals (both men and women) experience a socio-economic change with an profit in muses and income in that region. Additionally, with the increase in birthrates, the candidate pool has change magnitude and Bollman will help to provide these well needed crafts (Chua, 2012).Five-Year men Plan Based on the organizational goals and demographic changes, it is recommended that Bollman adopt a three- meter plan to analyze its bewilder workforce. This will help to identify the needs over the next five years (Analyzing Your Workforce, n. d. ). First step includes a supply analysis evaluating current resources and includes the number of persons performing specific military control functions in atomic number 25, how some(prenominal) are supervised by one pers on and is it sufficient.What is the current pay rate in Minnesota and what will work best in India and what are the areas that contribute the most to the current 5% turnover rate and what will decrease it (Analyzing Your Workforce, n. d. ). Second step recommended is a demand analysis that will assess the future needs of Bollman Hotels. This analysis will determine the jobs necessary for optimum military service, the jobs that can be have or eliminated, the possible technological changes to operate best and the areas that can be performed more economically and efficaciously (Analyzing Your Workforce, n. d. ).The final recommended step is a gap analysis that will identify a projected need that has not been met or an excess. This is do by comparing the supply and demand results. Based on the results accredited from the gap analysis, solutions such as additional training, increased staff, and more efficient recruitment and hiring movementes can be make over the next five years (Analyzing Your Workforce, n. d. ). Workforce Diversity Objectives Diversity is the variations that exist in an organizations ground on age, gender, educational background, ethnic groups, culture, and working customs (Lai, 2013).Workforce diversity helps to manage the change that has taken place in the workforce from a manufacturing to a service industry that Bollman Hotels provides (Cascio, 2013). Second, market globalisation is another factor and with Bollmans move into an international market, it is burning(prenominal) that they understand their internal market its customers to operate best (Cascio, 2013). Third, many businesses are requiring increased teamwork (Cascio, 2013). Bollman has experience with this demand in Minnesota with peak run seasons and have had to increase the number of personnel that work at once.The same will apply in India. Fourth, there are increased mergers and strategic international alliances (Cascio, 2013) and with Bollmans international move, there will be a difference in the corporate culture. Therefore, it is recommended that diversity training is provided. Finally, India is an evolving economy and with an expected increase in different workers such as women it is imperative that Bollman Hotel workers understand that the aim is to provide quality service to everyone (Cascio, 2013). organizational BrandingOrganizational branding is essential at this point of the recommendations to Bollman Hotels. With a goal to be cognise as a five start deluxe hotel, it is important to put the name Bollman Hotels in the Indian market and among the local areas in the United States and Europe known for international business travel. It is recommended that this is done with traditional advertisements in local papers in the language of each country and most important and relevant to these recommendations, through hiring diverse employees (Cascio, 2013).This will ensure that Bollman is known to help create a boost in the Indian economy and t he demographics as previously mentioned, hence, causing more word-of-mouth marketing internationally. Also, the service standards and five star statuses will also be something to rave about. Methods for Screening Candidates It is important that Bollman Hotels has a process for screening candidates therefore, recommendations will be made for hearing methods, foot raceing procedures, and interview process considerations, all of which will cover the screening process. Interview MethodsEmployment interviews allow organizations to have an composition of the skills and personality traits that a candidate possesses (Cascio, 2013). It is therefore recommended that Bollman Hotels interview team have interview questions built on-the-job analysis done. Create oecumenic questions for all candidates, use thorough rating scales with descriptions of desired behaviors as scale points and recording notes foc utilise on the behavior of the candidate. It is also recommended that several interviewe rs are used with a diverse number of them and that vast training is provided on how to conduct interviews.Interviewers are also encouraged to wait until all interviews are complete preceding to discussing any candidates and finally, use statistical information and overall views of the candidates to decide (Cascio, 2013). Interview Process Considerations To ensure that the interview is a fair process, it is recommended that the panel focuses on-the-job competencies, assess resumes and applications by concentrating on specifics in line with the job requirements. Consider things that identifies if a candidate meets the requirements and skills that they possess from precious employment that are applicable (Cascio, 2013).Use unrestricted questions to stimulate elaboration on topics and use questionnaires that will highlight how well someone will perform and overall fit. It is also recommended that scenario type questions are used as this will give an idea of how they will handle specif ic situations (Cascio, 2013). Finally, given this is a US familiarity going into India, it is recommended that interviews are done in relaxed environments. This will allow candidate to be more open and relaxed with their responses also giving the interviewer a stake to note both verbal and non-verbal responses (Cascio, 2013).Testing Procedures Employment testing is necessary for Bollman hotels, not only based on the location, but also to protect them and to ensure they are hiring suitable employees. The tests recommended are work-sample tests, leaderless-group sermons, personality measures, and right test. Bollman Hotels goal in India is to be a premier chain hence, service delivery is important. So, job fit is important and an integrity test will help to outline the attitudes of prospects toward stealing, dishonest behavior, violence, and drug abuse. This it done through overt integrity test clear purpose esting and personality-based measures disguised -purpose test (Cascio, 2 013). Employees will have access to guest rooms and information, so ensuring that Bollman has an idea of their tendencies, could help with selection. Another testing method is the work-sample tests used to analyze an applicants ability to perform a job task (Casco, 2013). Placing an employee in a hotel room or situation based on the job they applied for will show the interviewer if he or she can perform this task, such as spreading a bed according to Bollman Hotel standards for example.Leaderless-group discussion is another method and entails placing several candidates at a round table and giving them a job related topic to discuss. Each person will naturally approach this based on his or her abilities and personalities. This is recommended for Bollman as it will help to determine persons suitable for supervisory roles or otherwise. Finally, the personality measure test is recommended as it will help to identify personality characteristics such as neuroticism that is the level at wh ich an individual is insecure, anxious emotional or calm, and self-confident.Extroversion looks at how an individual is gregarious, assertive, and sociable. Openness to experience looks at how an individual is cooperative, and warm, and conscientiousness looks at how hardworking, organized, and dependable someone is (Cascio, 2013). Personality measure is recommended because it will give an idea of persons most suited for jobs where they will interact with guest the least or the most based on their personalities. Methods for Selecting Candidates The candidates chosen for the jobs at Bollman Hotels in India will have to be in tuned with the culture of prestige and brainy customer service.To do this, it is recommended that all the persons involved in the interview process are gathers and each will give their thoughts on each candidate and narrow the candidate pool. The process can be restate until the desired number of employees has been reached (McNamara, n. d. ). The interview resu lts and subsequent selections can be coupled with test results to make decisions as well. Job Offer The job offer is another important step in the employment process. The by-line are recommended when presenting the job offer to a successful candidate.Prepare a letter stating how thrilled the company is to offer them the job, outline the exact compensation offered, and outline the benefits him or her is entitled to. The letter should have a signature line for them to indicate their acceptance of the job within a specified time and the affaire information for the Bollman Hotels personnel office if the need arises (McNamara, n. d. ). A three month probation period is recommended in addition to orientation for one week and on-the-job training for four weeks.This should also be outlined in the letter in addition to a copy of the job description (McNamara, n. d. ). Impact of Organizational Diversity on Organizations Diversity caused organizations to grow and operate more efficiently i n global markets as they understand the need to relate to their customers. This also creates a competitive advantage when customers see an active safari to embrace diversity. Diversity also effects an organization by building brand equity for companies that rent to invest in multicultural advertising.They become known globally (Cascio, 2013). Organizations are also seeing that diverse employees need to be embraced to retain productive talent. Corporate image is also a factor and is increased as organizations known to employ diverse employees are more attractive to job seekers and companies seeing alliances (Cascio, 2013). It is recommended that Bollman capitalizes on the impacts of diversity as they are entering into a diverse and global market-place. Laws to Consider for Recruitment SelectionIt is important that Bollman Hotels remembers that employee and future employees have specific rights under specific laws. Consent is needed for background checks to be done on applicants, an d this is covered under the Fair Credit Report Act and is necessary for checks done by a third party. Also, if writes are provided on an applicant, they have the right to petition to see this reference under the Family Educational Rights and Privacy Act of 1974 (Cascio, 2013). Conclusion In this final recommendation prepared for Bollman Hotels, the following were effectively addressed.The organizational goals, forecasted demographic changes, five-year workforce plan, workforce diversity objectives, organizational branding, methods for screening candidates using bring out the interview methods, interview process considerations and testing procedures. Recommendations were also made for methods for selecting candidates, the job offer, impact of organizational diversity on organizations and recruitment selection laws to consider.