Week 6 Recruiting Strategies Rev Essay examples

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Recruiting Strategy Recommendations

Human Capital Management

Recruitment for the best and brightest talent is as competitive for the best and brightest talent as it is for companies competing wthin the same industry or business. In order for businesses, to be successful, and carry out their mission they need strong, talented, competent individuals to carry out the execution of the business strategy (Cascio, 2013). Bradley Stonefield’s company will be incorporated in Austin Texas and estimates hiring 25 employees. The projected annual growth is 5 percent with annual revenue for the upcoming year of $50,000. The workforce plan being proposed is intended to provide a certain level staffing to maintain the growth desired and increase revenue by approximately 5 percent annually. To begin the company, the staffing is approximately 25 employees with approximately 3 new hires annually over the next 5 years. The staffing for Stonefield’s Limousine Services will include the President/Owner, Bradley Stonefield, Assistant, Marge Stonefield, and 23 Chauffeurs. Maintenance and repair of limousines will be accomplished outside the company and therefore the staffing plan does not include those positions internally. Research into the limousine services currently within Austin, TX reveals that there quite a few limousine companies within Austin, TX. Our recommendation is that the limousine drivers be paid between $17,000 and $21,000 per year ("Http://www.indeed.com", 2013). A consideration that needs to be addressed and considered is diversity within the workforce for Stonefield Limousine. The current demographics of Austin Texas depicts over 50 percent of the population are white people, over 30 percent are Latino or Hispanic, and over 10 percent are African American. The split of males and females is for the most part equal. The population of male and female occupants over the age of 18 is almost 78 percent of the population, making the available market quite substantial. Of this sub-group over 18 years old, about half are male and half female ("Http://austintx.areaconnect.com", 2013). The current unemployment rate is around 4.8 percent (Http://ycharts.com", 2013). This is well below the national average for 2013 of 7.5 percent ("Http://data.bls.gov", 2013). While limousine drivers are mainly male, Bradley should strive to hire a well diverse staff of drivers. A number of important benefits are obtained through a diverse workforce. Workplaces in which employees represent the basic makeup of the community population are typically trusted more by the community and better received overall. Additionally, diverse work groups often have more and better ideas because of broader backgrounds and experiences. The ethnic and cultural differences within the Stonefield workforce will provide greater understanding of the clients requesting services from those same ethnic and cultural backgrounds. However, Bradley cannot simply put a group of people together with vast differences and expect them to work smoothly and effectively together. Chances are that there will be a great deal more differences than similarities within the workforce which creates a greater risk of conflict. Therefore, attention and training need to be given to the employees to minimize the conflict amongst employees. Bradley Stonefield should not only offer training, but as the owner and president of the diverse organization, he must set the tone for an effective work environment. This means fair treatment of all workers in the hiring process, job conditions, work evaluations and promotions. If Bradley proactively supports the diversity-based company, it will pay off in great dividends within the workplaces. In the case of Stonefield Limousine Service, organizational branding is not going to be useful as the company is brand new and the only service to be provided is limousine services. It will be
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