HRM 531 Week 6


Complete the Recruitment and Selection Strategies Recommendations task, as described in the Email from Traci, located on the Atwood and Allen Consulting page.
Individual Assignment: Recruitment and Selection Strategies Recommendations Presentation:


You currently work as a human resource management consultant, and you have scheduled a presentation to pitch your organization’s value to a company that you have worked for in the past.

Prepare a 12-15 slide Microsoft® PowerPoint® 15-20 minute presentation that will be used to present your assignment.

Include the following components in your presentation:

Purpose of Assignment

For this task, Traci has asked you to develop some recruitment and selection strategy recommendations for your client. It is important for you to understand the relationship between the business strategy and the recruitment and selection strategies. Having appropriate alignment and clear goals helps to ensure that a business is recruiting and selecting the right candidates. It is also important that you examine the importance of a diverse and inclusive workforce in today’s global economy. This includes diversity in the recruitment and selection strategies.

Resources Required

Week Six e-mail from Traci and Week Six client communications

Includes organizational goals
Includes a workforce plan that ensures proper staffing for the next 5 years in alignment with organizational goals and objectives
Includes workforce diversity objectives
Includes organizational branding
Includes methods for screening candidates

Interview methods

Testing procedures

Interview process considerations

Includes methods for selecting candidates
Addresses the job offer
Includes the impact of organizational diversity on the organization
Includes laws to consider for recruitment and selection
The performance plan recommendation is no more than 1,400 words in length.

 your paper consistent with APA guidelines. Use at least four (4) references from the reading assignment, Internet articles, Electronic Reserve Readings articles, or HR journal articles to support your paper. At least one(1) in-text citation must be from the text book.


Discuss the work you completed for your client this week. Your discussion should include the principles and strategies that apply to your business and those that can apply to each member’s business.

Prepare a 350- to 1,050-word paper detailing the findings of your discussion.

Click the Assignment Files tab to submit your assignment.

 your paper consistent with APA guidelines. Use at least two (2) references from the reading assignment, Internet articles, Electronic Reserve Readings articles, or HR journal articles to support your paper. At least one(1) in-text citation must be from the text book.



HRM 531 Week 6,

HRM 531 Week 6 Recruitment and Selection Strategies Recommendations

Recruitment and selection strategies are critical to success of any business. It is especially important in a new business as resources would be required to carry out operations. The limousine business is also starting up in Austin, Texas; hence it would need to build the right team in right time. However the process of finding and selecting right people is dependent on the geographic location where the business is based. The company needs to meet the challenge of being based in Austin. This means that staff has to have their base location as Austin.

Using strategies that fail will lead to wastage of time and resources, due to which it becomes extremely important to plan well, search creatively and select wisely.

Recruitment and Selection Strategies Recommendations

The first stage of recruitment and selection is management of applicants and welcoming the applicant to the business. Recruitment and selection are typically measured as one method. Though, the distinction will be made here between the first actions and concerns when preparing staff recruitment and the procedure of selecting an applicant from a group of candidates (Cascio, 2013). Recruitment needs to be sensibly planned to attract the correct employee’s to Landslide Limousines.

To be a small business owner, creating awareness will be needed: Tell present employees to get the “word” out about the business to family and friends. One can also request referrals from more experienced workers. The idea is to hire experienced workers before he or she are needed. The easiest way to employ and retain top talent is to generate a business culture where the best employees want to work, a culture in which individuals are treated with high opinion and respect. By taking care of employees first, a couple of diverse objectives can be accomplished. This will form a good learning atmosphere which will permit employees to mature and be carefully chosen for other openings inside the business (Cascio, 2013).

Managing driver selection and employing chauffeurs is needed the most in developing a limousine business. When a wrong employee is chosen, the result is always careless driving errors by under-qualified drivers. When selection of chauffeur hiring is completed properly and management follows routine business standards, a better chauffeur will be the result. The business is represented by the drivers so it would make more sense that the selection, employing, and retaining of the business’s greatest valued resource be the main concern. It is vital that the business abides by the principles and laws in areas of procedures. “Since both recruitment and selection practices are considered to influence the performance of organizations, analyzing the staffing practices implemented by small businesses bears tremendous importance” (. In the course of recruiting, selecting, and hiring chauffeurs requires drivers and supervisors to be aware of state, and local laws and regulations. The chauffeur mirrors the business and a bad selection or careless employment practices will cost the business.  It is best to have an empty



Team Reflection

Team Reflection

Landslide Limousines wishes to employ 25 personnel to achieve its goals. However, before this they must post the position, screen, interview and test applicants. While doing the individual assignment each of the team member analyzed and developed suggestions for Landslide Limousine’s Selection Strategies. This paper is a reflection on what each member took away from the assignment.


When screening candidates, a company should follow three steps. One is to require an application to be filled. The application will allow for the screening of applicants to a set of standards and qualifications. Next are background checks that usually consist of reference and work history checks. This step verifies the reliability of the individual and the material that they have submitted. Third in the process are the assessments. These include Mental-Ability Tests that test general intelligence. The three help screen out applicants who are undesirable for the position.


The recruitment is dependent on technical expertise, budget, market, customers, etc. The technical expertise required for limousine business could be proficiency in driving, handling customers, timeliness, etc. The company may have certain budget for the process and also for the compensation of staff. For local candidates in Austin there would not be a problem but the ‘right talent’ may be based out of some other city or state and would expect something “extra” to relocate. Hence, to stay within the budget, the company should look at local hires only. Finally customers play a significant role in the recruitment activities. Customers may prefer staff that is aware of city, which would be willing to go an extra mile for customer delight, etc. When any of the above factors are not satisfied, the company can look for other options like contractors until actual positions get filled. Hence, the ultimate aim of recruitment and selection strategies should be to hire staff that is well aligned to company’s mission and then help them reach their true potential. It is when people reach their true potential that the company can benefit from their skills.


Selecting candidates

Selections are made after candidates are evaluated and ranked based on the following skills and qualities during interviews: problem solving, decision making, initiative/execution, handling details, technical expertise, flexibility, communication, conflict management, business acumen, drive, leadership, stress management, and teamwork (Behavioral Interviewing, 2013)

The interviewer or hiring manager will write a memo to the president outlining


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