Recruitiment and Selection Strategies Recommendations

      RECRUITIMENT AND SELECTION STRATEGIES RECOMMENDATIONS

ALTON LEE

HRM 531

                                                     December 21, 2015

VIRGINIA MC MINN

Recruitment and Selection Strategies

Atwood and Allen Consulting has been tasked with coming up with recruitment and selection strategies and recommendations for the expansion of Clapton Commercial Construction to Arizona.  Ms. Marylee Luther stated that Clapton Construction will be planning to expand their business by twenty percent.  Atwood and Allen Consulting will be coming up with a proposal on how to legally recruit and select the best quality employees for this expansion. Since Arizona is the target area, the hiring of Spanish-speaking employees will probably be a necessity so we will talk about the need for diversity.

Organizational Goals

Organizational goals are crucial to the recruitment and selection process. When focusing on Clapton Construction recruiting goals. We at Atwood and Allen Consulting suggest that they create a good recruiting metric that focus on the quality of the people they hire, diversity of the people they hire; whether it is male to female ratio and Spanish-speaking candidates.  When dealing with constructions labor, we need to look at the different laws that might relate a business in Arizona. Some of the Federal laws that apply are the Fair Labor Standards Act (FLSA); which establishes federal minimum wage, overtime pay, and child labor standards. (Dol.gov, 2015)  Currently, Arizona has their state employment law governing their minimum wage. Arizona's' minimum wage currently sits at $8.05 per hour. This amount can increase annually based on a cost of living formula. (Findlaw, 2015) Due to the amount of physical labor that is this job requires OSHA is another law that is important. OSHA deals with enforcing safety standards in the workplace.

Forecasted Demographic Changes

With Arizona being a southwestern state it is for the most part affected by immigration and demographic changes. As of 2011, approximately 9.3 percent of Arizona's workforce was illegal immigrants. (Fairus.org, 2015) Construction within Arizona rose 9.3 percent in May 2012. According to David Jones, the president of the Arizona Construction Associating Arizona lost about 210,000 construction workers since the housing crash. He believed that many of the construction workers left the stated due to the fear that the immigration law SB1070 caused. (The Huffington Post, 2015) This labor shortage is something that Clapton Construction will have to deal with.  If this shortage continues, Clapton Construction might have to look outside of the state to hire qualified construction workers. To pull workers from outside of the state, Clapton might have to offer relocation packages and maybe increase their wage and benefits package to lure construction workers away from their current employers and move to Arizona.

Projected Workforce Need

        Clapton’s relocation efforts are based on a five year analysis of the projected workforce needed. They are predicting a 20 percent employment increase with a 20 percent turnover. With these numbers a good compensation and benefits package is key to increasing your employment keeping the turnover numbers down and.  In 2013, Arizona had nearly a 10 percent yearly gain in the construction workforce. (Hansen, 2013). So to stay competitive a good incentive package needs to be laid out.

Workforce Diversity Objectives

Workplace diversity recruiting is essential for Clapton Commercial Construction to meet the demands of their projected clients and to succeed in this new area.  Clapton Construction would like to increase their workforce by twenty percent and explained within the next five years they will need an understanding of the current market. Construction workers in Arizona are in high demand. Since Clapton Construction is a service industry, they should hire a workforce that will resemble their target clients. This will help with communication and assessing new employees. Clapton Construction should be seen as a company that embraces diversity and is culturally in tuned with the area.  With this diverse company, diversity awareness should be taught annually throughout the company.

Organizational Branding

Organizational branding is an important part of recruiting. It is imperative for Clapton Construction to build a powerful, positive brand. It will help their recognition since moving to a new area. To depict a certain image of the company, Clapton should hire employees that match that image.  A positive image will help generate referrals from other potential clients. A few keys to developing a successful brand is to create an identity that stands out above the competition and develop a company culture to reflect overall values. (Forbes.com, 2015)

Methods for Recruiting Candidates

There are several ways that Clapton can use to recruit candidates. I suggest that for the upper-level management, Clapton Constructions considers hiring internally. Whether it is offering a relocation package to higher level management located at the parent company. This will work due to existing employees will need little or no training, and the expense used to train and conduct a background check on this employee is spared. Since this is a new area for this company, I suggest a third party sourcing. (Richason, n.d)  This will save the company time since job agencies know the area and know the places to advertise to find the applicants need to do this job. If needed, they can be used as a pre-interview, and help select potential employees for the final interview with the company.

Methods for Screening Candidates

With this being the technology age and it seems like everything is online.  It is rare to find companies that use "paper" job application.  The job application is the initial part of the screening process. The online application questions can be in the hundreds. These questions are used to weed out the numerous applications that might not have the right skills for the job being offered.  The reference check is another part of the screening process, even though these at times cannot be reliable. Interviews are the last part of the screening process; this will determine who gets the job.  

 Interview Methods

When it is time for the interviews; there many different types of methods that can be utilized.  Many companies are going to the S.T.A.R. (Situation, Task, Action, and Result) technique. Instead of asking hypothetical questions, employers should ask specific questions to elicit concrete examples of desired behaviors from the past. (Trocko, 2012).

Testing Procedures

Testing is another way to screen potential applicants. This will determine the most knowledgeable and qualified applicant for an advertised job.   Research has shown that pre-employment tests are the most accurate method to predict or forecast how an applicant may perform on the job. (Mercer, 2010)

Interview Process

There are rules that need to be followed during the interview process that need to be followed to avoid breaking legal guidelines.  Make sure to avoid any questions that could be considered illegal discrimination.  Privacy right of the interviewee must also be considered.  Please review the U.S Equal Employment Opportunity Commission website to make sure what you can and cannot ask.

     Methods for Selecting Candidates

All candidates should be hired based on the qualification outlined for the job interviewed for. If the interview was well structured and the pre-employment test was conducted Clapton Commercial Construction should the knowledge that the applicants they are going to spend resources on are the best qualified for the job.

Conclusion

If Clapton Commercial Construction follows these recruitment and selection strategies recommendations that we at Atwood and Allen Consulting have planned out, There should be no reason that Clapton does not hire the best-qualified applicants to run their business in Arizona.

Reference

Richason, Owen (2015). Retrieved 21 December 2015, from Methods of Recruitment & Selection | Chron.com. Retrieved from http://smallbusiness.chron.com/methods-recruitment-selection-2532.html

Dol.gov,. (2015). Compliance Assistance - Wages and the Fair Labor Standards Act (FLSA) - Wage and Hour Division (WHD) - U.S. Department of Labor. Retrieved 21 December 2015, from http://www.dol.gov/whd/flsa/

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