Hrm 561 - Recruitment and Selection Strategies Recommendations

Recruitment and Selection Strategies Recommendations

HRM/561

March 28, 2016

Recruitment and Selection Strategies Recommendations

“Recruitment is a form of contest and it is fiercely competitive.  Just as corporations strategize to develop, manufacture, and market the best product or service, so they must also vie to identify, attract, and hire the most qualified people” (Cascio, 2013).  Atwood and Allen Consulting has been working with Marylee Luther from Clapton Commercial Construction.  Mrs. Luther reached out to Atwood and Allen Consulting to help her in organizing an expansion for the company.  The business is originally located in Michigan and they are expanding to Arizona.  The Arizona location will have a workforce of 20% of the 650 employees at the Michigan location.  The information to follow is for Mrs. Luther to use as recommendations for the growth and allow Clapton Commercial Construction to be up to date on employment laws, organizational brand, interviewing tactics, and how they can make the right selection when hiring new employees.

Organizational Goals

Atwood and Allen Consulting learned that Clapton Construction currently has 650 employees at their Michigan location and are going to add 20% of that to the Arizona location.  They have a $10,000,000 in annual net revenue and are expecting the revenue growth after the expansion to be -3%.  The turnover rate is expected to remain the same at 20% annually.  Not having recognition in the Arizona market, this will prove to be a challenge; with a good recruitment plan and selecting candidates with the right skills and knowledge will assist Clapton Commercial Construction in remaining successful during the first year.  This plan will also help the business in the future.

Diversity and the Organization

It is important to focus on diversity in the workplace with the changes occurring in demographics.  Employers that have a more diverse workplace will face challenges; this will benefit the company by giving the opportunity to recruit and influence potential employees that are experienced.  Atwood and Allen recommends Clapton Commercial Construction to hire competent individuals and offer a compensation plan that will reward the employees.  With a recruitment and selection strategies recommendation, as well as a competitive compensation plan, Mrs. Luther can ensure that Clapton Commercial Construction achieves the challenges involved when trying to manage a workplace with diversity.

Employment Laws

It is very important to mindful of the laws during the selection and recruitment process.  Employment laws, if not followed, can cause repercussions to an organization.  Listed below are some employment laws that are vital for a Clapton Commercial Construction to consider and follow when recruiting and selecting possible candidates for opening positions.

The Age Discrimination in Employment Act of 1967:

        The Age Discrimination in Employment Act (ADEA) is a federal law that protects workers and job applicants 40 years of age and older from age-based discrimination (AARP, 2014).  This law prevents companies from laying people off that are older for the reason of cut backs and financial reasons.  “If a company claims that the layoffs were based on factors other than age, such as performance criteria or needed skills, the Supreme Court ruled in 2008 that the employer bears the burden of proving that its policy was, in fact, based on non-age factors” (Cascio, 2013).

Title VII of the Civil Rights Act of 1964:

        Title VII prohibits discrimination based on race, color, religion, sex, and national origin (EEOC. 2016).  This law is very important to keep in mind when it comes to selection and recruiting.  This law does not guarantee that every person who applies for a job with an organization will get the job.  If an applicant has the knowledge and skills needed to perform the job, then the employer cannot deny the applicant a job because of his/her race, color, religion, sex, or national origin.

The Pregnancy Discrimination Act:

        The Pregnancy Discrimination Act prohibits an organization to refuse employment to pregnant females.  “The Pregnancy Discrimination Act is a written or unwritten employment policy or practice which excludes from employment applicants or employees because of pregnancy, childbirth, or related medical conditions is in prima facie violation of Title VII” (Cascio, 2013).

The American with Disabilities Act of 1990:

        The American with Disabilities Act of 1990 (ADA) is in place to prohibit discrimination of hiring competent person with disabilities, for public and private employers (EEOC, 2016).  This law protects people that can perform the essential elements of a job without needed accommodations.  Companies are not required to lower standards in the workplace but there are important things that employers need to follow.

1. If accommodating for a person with a disability does not cause a hardship for a business, they must have ramps and/or elevators for disabled persons to access.
2. As long as accommodations are reasonable, organizations must restructure training and work space for applicants and/or employees that are disabled.
3. Medical files cannot be kept with regular personnel files.  They must be stored in a separate file.
4. If all employees are required to receive pre-employment, then that applies to every applicant; even those with disabilities.  
5. Employers can prohibit the use of illegal drugs and alcohol in the workplace.  Testing for alcohol and drugs should be done if necessary.
6. Every employee in a management position and all leaders should have proper training and stay educated in ADA law.

Organizational Branding

Clapton Commercial Construction is moving to a state where they have no previous

dealings in the business market, so having a strong brand to represent the company is going to be very important in the recruiting and selecting strategies.  The management teams at Clapton Commercial Construction needs to focus on the selection, hiring, and retaining the most valued employees.  It is also important to keep in mind that the organization follows local and state laws and regulations.