Learning Team Reflection
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Learning Team Reflection Week 6
Recruitment and Selection Strategies
Eva Michelle Carlin and Andrew Danco
HRM/531
October 7, 2013
James Pepitone
This paper is a direct result of team D communication in week 6. This recruitment and selection strategies plan was developed for Bradley Stonefield, owner of Landslide Limousine Services as requested by Traci Goldeman, Manager, Atwood and Allen Consulting. In this plan, team D developed some recruitment and selection strategies that should work well for Landslide Limousine Services and are described below. The recruitment and selection strategies discussed here were selected with focus on strategies that will work in Austin, Texas.
Job Analysis and Recruiting
Because a job analysis specifies what a job entails as well as the knowledge, skills, and abilities that are needed to do the job well, Landslide Limousine Services must complete a job analysis before beginning to recruit new applicants. Job analysis, job descriptions, and job specifications are the foundation on which all critical human resource activities are built. They are used during recruiting and selection to match applicant qualifications with the requirement of the job. It is critically important that job descriptions be accurate. Poorly-written job descriptions can cause high employee turnover. For example, if job descriptions are more focused on education and experience than actually explaining what an employee would do on the job and what the company culture is like. Explain the job in the job description using clear, accurate and detailed information and leave out the abstracts and jargon.
Job analyses, job descriptions, and job specifications will also help Landslide Limousine Services meet the legal requirement that their human resource decisions be job-related. To be judged job-related, recruitment, selection, training, performance appraisals, and employee separations must be valid and be directly related to the important...
Recruitment and Selection Strategies
Eva Michelle Carlin and Andrew Danco
HRM/531
October 7, 2013
James Pepitone
This paper is a direct result of team D communication in week 6. This recruitment and selection strategies plan was developed for Bradley Stonefield, owner of Landslide Limousine Services as requested by Traci Goldeman, Manager, Atwood and Allen Consulting. In this plan, team D developed some recruitment and selection strategies that should work well for Landslide Limousine Services and are described below. The recruitment and selection strategies discussed here were selected with focus on strategies that will work in Austin, Texas.
Job Analysis and Recruiting
Because a job analysis specifies what a job entails as well as the knowledge, skills, and abilities that are needed to do the job well, Landslide Limousine Services must complete a job analysis before beginning to recruit new applicants. Job analysis, job descriptions, and job specifications are the foundation on which all critical human resource activities are built. They are used during recruiting and selection to match applicant qualifications with the requirement of the job. It is critically important that job descriptions be accurate. Poorly-written job descriptions can cause high employee turnover. For example, if job descriptions are more focused on education and experience than actually explaining what an employee would do on the job and what the company culture is like. Explain the job in the job description using clear, accurate and detailed information and leave out the abstracts and jargon.
Job analyses, job descriptions, and job specifications will also help Landslide Limousine Services meet the legal requirement that their human resource decisions be job-related. To be judged job-related, recruitment, selection, training, performance appraisals, and employee separations must be valid and be directly related to the important...