Effective Recruitment and Selection Practices

Introduction

Recruitment and selection of employees is an essential decision for any business enterprise. Acquisition of employees costs the organization considerable capital. Therefore, the process should be undertaken with care to obtain an effective and efficient workforce to aid in the realization of overall organizational goals and objectives. Recruitment and selection strategies should consider organizational goals, projected demographic changes and workforce needs workforce diversity objectives as well as corporate branding.

Organizational Goals

Set organizational goals to drive the efforts of employees throughout the organization. The problem arises where the employees do not comprehend what the organization aims to achieve through its operation. Organizational goals should be hierarchal including the mission and vision of the enterprise. The mission statement is specifically structured for the employees of the organization to make them aware of the purpose and basis of its establishment. This understanding improves workforce cohesiveness since their efforts will be geared towards a common target. Employees’ engagement can be increased through the creation of specific, measurable, appropriate, realistic and timely objectives (Cascio, 2013). This inspires and motivates the workforce to higher degrees of commitment. Moreover, the creation of adequate organizational goals and objectives provides a tool for measuring the overall performance of employees hence giving a basis for incentives and rewards distribution.

Forecasted Demographic Changes

Expansion of Bollman Hotels to the Indian economy presents the organization with a market of over a billion people. Since the organization has a projection of improving its revenue by 15%, the large population allows reaping massive profits. The composition of the population also offers an incentive to venture into the market. More than half of its population is in the working-age group. This implies that the availability of the required workforce is relatively easy. Moreover, revenue generation seems promising since a large part of the population has relatively sufficient disposable income to contribute to the organization’s capital and resources. This is because a working-age population creates demand and supply forces that are an essential element of economic growth and prosperity (Compton, Morrissey & Nankervis, 2009).

Changing demographic patterns, technological advancement, increased innovation and productivity sets the bar for future job opportunities. In the coming five years, these aspects will shape the nature of work and the essential elements of the workplace. This will include workforce composition, job design, and appraisal as well as management practices within Bollman Hotels organizational structure. However, the population growth rate in the country has been declining in the recent past and is projected to continue the downward trend for the better part of the century.

Projected Workforce Needs

Workforce requirement projection stipulates employee needs in the future. This is done by organizational goals and objectives since they give a clear view of the organization’s target in the future. An analysis of the projected workforce needs presents two types of workforce forecasting. The first one is the internal supply forecast. This relates to internal operational conditions within the organization. Basing on the company’s turnover rate of five percent, the management should consider the efficient utilization of its labor force to attain adequate returns on its investment towards its employees. Aggregate internal and external demand for labor is another aspect of workforce forecasting (Cascio, 2013).

However, internal and external supply and demand for labor depends on various business factors. The organization should capitalize on the workforce projection plan developed by the Human Resource Department. This will lead to increased flexibility of the organization as well as ensuring that the operations of the organization do not come to a standstill due to a deficiency in manpower. This aspect projects workforce needs an essential element in the realization of both short terms and long term goals and objectives of the organization. By so doing, the forecast takes precedence over resource constraint issues and the subsequent scarcity of capital and other aspects necessary for the smooth running of the enterprise.

Workforce Diversity

Workforce diversity relates to differences among employees in an organization set up. The heterogeneous mixture of individuals from different backgrounds is a resultant feature of workforce diversity. This aspect implies that individual employees can follow their career goals without discrimination against issues that do not contribute to organizational growth and development such as race, gender or nationality. The management should understand that managing workforce diversity is an intensive undertaking. This results from the concept that diversity comes with an aspect of heterogeneity that necessitates cultivation, nurturing and appreciation as a measure of increasing overall organizational competencies in the market.

Workforce diversity objectives are aimed at understanding co-workers as well as respecting the different cultures and values held by various community members who comprise of the clients to the organization (Cascio, 2013). The intention is to come up with an environment where individuals interact to share ideas and views on issues affecting the economy and the organization’s overall performance, as well as the universe as a whole. However, the business should not rush to design and implement a diversity program without sufficient consultation and extensive research on the ideologies of a diversified workforce.

The management should have a strong leadership commitment and an in-depth understanding of the state of affairs of the business shortly to develop an elaborate workforce diversity framework. Activities for the workforce diversity should be integrated with the organization’s labor force planning initiatives (Compton, Morrissey & Nankervis, 2009). Since the business intends to increase its workforce by a margin of twenty percent, the organization needs to understand the Indian market comprehensively. Given the demographic state of the population, the market is most likely to have a tight diversified workforce in high demand. This will ultimately result in an employee composition with an abundance of talent pool from different ethnicities.

The organization needs to employ a workforce that will represent the composition of their clients. This will help in communication as well as assisting in providing fresh caliber of employees currently not available in the organization (Cascio, 2013). Bollman Hotels should be seen as an organization that aims at enhancing customers experience by depicting how culturally diversified they are. With a turnover rate of five percent, the business enterprise should provide an appraisal and incentive package that will prove competitive in the Indian market.

Organizational Branding

Corporate branding is the outward presentation and expression of an organization. Corporate branding is designed to differentiate between competitors in the market structure as well as reinforcing the image of the business enterprise in the minds of employees and esteemed clients that the organization serves. Branding also creates a lasting perception of the objectives of the organization. The management should start by defining what the organization does and the aspect that enables it to achieve a competitive advantage over the others.

Bollman Hotels should also develop a statement explaining the purpose of its invention. This subsequently establishes a basis on which focused objectives and goals are built. The creation of a brand personality will pass the core values of the organization as well as informing on the relationship the organization enjoys with its customers (Compton, Morrissey & Nankervis, 2009). In addition to that, the brand promise should be formulated to inform on organizational benefits. The promise dwells on the organization’s strengths and hence gives the employees, stakeholders, and members of the public confidence in the well-being of the enterprise.

Methods of Recruiting Candidates

The organization intends to increase the workforce by an additional twenty percent. This will bring the total labor force of organization to 30000 employees. The acquisition of the new employees in the new economy will require an intensive recruitment and selection process in order to bring the best candidates into the workforce of the organization. While talking to candidates it is essential to highlight the benefits of working for the organization (Cascio, 2013). This should be made clear since every employee can affect the operations of the business. Talented and high caliber employees quickly rise to senior managerial positions leading to a low turnover rate and increased job satisfaction.

Bollman Hotels is presented with a variety of recruiting methods. This comprises of internal sourcing, external recruitment as well as third party sourcing practices. Internal supply will offer the employees of the organization an opportunity to advance their career aspects within the organization (Compton, Morrissey & Nankervis, 2009). Old and experienced employees of the organization can be relocated to India. This consideration is less costly since the new employees will not require an intensive orientation process as in external recruitment for they already understand the working mechanisms of the corporation. However, internal recruitment is limited in scope since it does not introduce fresh talent into the organization’s management team. External sourcing overcomes this issue since it brings new talent to the organization. Third-party supply is the engagement of agencies to find the required employees for the organization. This type of recruitment seems effective since recruitment agencies understand the demographics of India’s population. Therefore, the organization stands to gain tremendous benefits through the acquisition of the right quality and quantity of employees.

However, before embarking on the recruitment process, the team should clearly understand the type of candidates they are looking for. The vacancy in the employee gap should be clearly defined. This should comprise the description of job roles, skills, ability, and knowledge required needed to perform efficiently towards the realization of organizational goals and objectives (Compton, Morrissey & Nankervis, 2009). The advertisement should also clearly capture what the organization expects from the candidates and give a clear outline of the Bollman Hotels organizational goals. The recruitment process should be handled by the Human Resource personnel and should be considered with the Equal Employment Opportunity Act.

Screening of Candidates

After recruitment, screening of the candidates is the next essential task to be undertaken before the actual selection process commences (Cascio, 2013). Once an individual candidate has been recruited, a background check needs to be established to determine the authenticity of the concerned candidate’s competencies. The development of pointed and open-ended questions is an ideal process for screening relevant employees. An in-person interview should also be conducted to gain in-depth knowledge and understanding of the employee’s skills and hence determine his/her ability to contribute to organizational goals and objectives.

A testing session should also be conducted. This process is aimed at proving without a shadow of a doubt that the skills and abilities purported to be held by the selected candidate is accurate. Follow-up interviews should also be scheduled for the candidates who are promising to be an essential asset to the organization. Besides helping the management team to make the best selection decision, consideration of the interview process provides insight on which is the ideal way to manage the individual once he/she comes on board.

Selection Methods

Selecting candidates is a stressful and time-consuming exercise that should be conducted carefully. Through the collaboration of a variety of methods for acquisition of employees the organization should sift through the pool of candidates available and select the best-placed individuals to be incorporated into the workforce of the organization. Selection of candidates involves choosing the most suitable candidate from a pool of job seekers (Compton, Morrissey & Nankervis, 2009). The process is done with assistance from the recruitment process conducted since recruitment builds a basis on which selection decisions are made. A comparison of the skills and attributes of the candidates is done, and the best employee is selected.

Bollman Hotels should consider its organizational goals and objectives before picking on an individual candidate. This is essential since the selection of the wrong caliber of employees will impact significantly on the capacity of the business enterprise to achieve the set goals. The candidate selected should be strictly out of merit and not personal bias (Cascio, 2013). The candidate is supposed to have answered the questions presented during the interview consciously and straightforwardly. The organization should also consider the type of questions raised by the candidates. This proves important since employees who are not interested in the organization do not ask any relevant questions or might be too shy to speak out for themselves.

Conclusion

Adequate recruitment and selection strategies help an organization to operate smoothly and efficiently. Bollman Hotels stand a higher chance of achieving the projected growth estimates through the application of recruitment and selection methods recommended above. This will prove important since the acquisition of the right caliber of employees is the cornerstone of the systematic achievement of the organization’s goals and objectives.

References

Cascio, W. F. (2013). Managing Human Resources: Productivity, Quality of Work Life, Profits (9th ed). McGraw-Hill/Irwin: Boston, MA

Compton, R. L., Morrissey, W. J., & Nankervis, A. R. (2009). Effective recruitment and selection practices. North Ryde, N. S. W.: CCH Australia