Companies often reach a stage at which expansion to different markets is either required for their survival or desired for their development. In order to start expansion and to carry it on successfully, wide attention should be focused on staffing. Since companies undergo several risks when adventuring in a new market, it seems fundamental to have the right employees on board. In fact, business expansion implies uncertainty and extra operation planning, which can be only handled with people who are prepared and experienced in the area. Their abilities shall match the needs of the specific challenges of a company. Creating a competitive brand in most cases is not always about superior product offerings, but it is also on the skills that the teams have. Teams of a workforce that have all sets of skills and extensive experiences are believed to be better in taking a company or organization to greater heights.
In order to select the right employees, a company should set some requirements that will create a supporting structure in the hiring process. In this way, it becomes easier to identify people with matching professional background and skills. However, it is fundamental to choose the right job requirements, since these will act as filters in the selection process. On the one hand, only candidates with potential value for the company will be considered., on the other hand, requirements will allow the company to have proofs and guarantees about candidates’ profiles. In fact, the uncertainties related to the staffing process should necessarily be covered with the most security and guaranty that can be achieved.
First, a fundamental job requirement is the provision of certifications. Individuals with the right certifications are not only ready to take the job, but they are also prepared in case changes are brought out in the organization. Ensuring individuals have the right certifications ensures that they are not limited to their fields, but they can get the confidence to even serve in other departments if they have the zeal and courage. Building resilience in such workers will in the first place require them to not only have the certifications but also understand what is required of them. Previous work experience and exposure is also an important aspect to consider in the hiring and staffing process. Workers with more experience are better placed to deal with challenges in the workplace.
The ability to influence other team members and motivate them to become productive is also another aspect to consider. Individuals who are team players are better placed when hiring, and staffing is taking place. To ensure continuous growth and expansion, it is always prudent to ensure that the individuals hired are not only qualified but they are also willing to offer energy, influence and drive to the rest of the team. Staffing could in several ways be impacted by these qualities. To begin with, having individuals with a wide array of skills would mean that hiring multiple staff members reduces with a huge margin. Second, this could have a huge impact on how the staff members are trained, motivated and encouraged to work. Robust, motivated and energetic team members are better placed to inspire the rest to action. Ensuring that all participants meet the identified job requirements would mean communication cleary on the job description, the needs of the company and what it seeks to achieve both in the long term and long run. Second screening the participants at all stages would ensure that all individuals understand what is required and the job requirements.
Long-term Recruitment Plan
Creating a pool of talented employees and workers for any organization is the ultimate goal. To achieve this, it is important to understand what value such employees would bring to the company. First and foremost, looking into your own employees and helping them develop their capacity and abilities further is important as it not only improves their confidence but it also gives the organization an opportunity to work with a team member who is conversant with the organization. Indoor hiring reduces hiring costs for an organization especially on advertising and interviews as managers already know what the employees are capable of doing. Reviewing job descriptions and postings would significantly reduce the chances of attracting the wrong people to the organization (Dipboye, 2017). On a continual basis reviewing how this is done would ensure that the organization is able to attract the best in the industry. Creating a strong brand is itself a super strategy because the best talents in the industry prefer to work in already established brands. Positioning your brand in a strategic manner would solve the problems of the organization in the long run. It is usually believed that universities are the best place to hire good talents that are willing to grow and learn in a challenging environment. Therefore establishing a good relationship with universities and other learning centers would guarantee the company a pool of young workers anytime they have a need (Noe et al., 2017). Organizations in the present age and time must not underestimate the power of social media. Leveraging on social media will help the organization acquire top talents. Platforms like LinkedIn are a good option especially when there is a need to hire qualified employees. In the long run, such platforms will serve as a reliable option. Clearly establishing your business and human resources goals in line with the corporate strategy is important to the company in the long run and their recruitment plans. Succession planning and choosing to hiring retirees who are experienced is an important strategy that can be used when the company is facing emergencies or unexpected shortages (Russell & Brannan, 2016). Creating a pool of skills in shortage by encouraging training is a valuable approach that ensures that an organization has experienced and exposed staff members. The overall goal is to not only hire, but it is to hire with the aim of competiting, expanding and sustainability.
Branding Strategies and Communication
The manner by which an organization attracts qualified job applicants hugely depends on how the company or organization has placed itself. The first important strategy for any employer is to be able to understand that hiring is demand based (Noe et al., 2017). The most vital step is to ensure that the organization uses its employees as the brand ambassadors. How these employees are treated well in a big way determine who chooses to work or chooses not to work in the organization. Obviously, the employees will interact with most of the applicants, and this will have a significant role to play in regards by who is interested to working in the organization (Russell & Brannan, 2016). The second step is to ensure that the business understands it’s needs because it is only by doing this, that a business will be able to communicate that to outsiders and new employees. Optimizing the value proposition or what an organization has to offer to new job applicants is vital. New applicants will be interested in what the organization is offering from the word go. Selecting the Key Performance Indicators (KPIs) and setting clear objectives will send the right message to job applicants (Dipboye, 2017). In communication, it is vital to acknowledge after receiving the applications and informing them if they were not selected for the interview. Creating an open communication to the applicants at all stages of the hiring process is vital as it improves their chances of applying again at the organization. Doing this consistently will create a link between branding and communication in a simple yet strategic way.
Selecting the right employees is never a simple activity as it involves a lot of dynamics. The first process is to review the job applications, testing the candidates and out of the many interviewing the selected candidates (Dipboye, 2017). The prohibited criteria discourages employers from using some certain criteria to make decisions on hiring. Factors like race, gender, age, and ethnicity cannot be used to determine if an individual is to be hired or not. In most cases, employers who might use these criteria might find themselves on the wrong side of the law. The criteria approach discourages criminal history to be used at any point if it is not directly related to the position in question. Skills, knowledge, and abilities of candidates are usually the foundational elements in a hiring process, and thus it is always vital to ensure that recruiters focus on this. Assessing the personal quality that an individual has not only makes hiring and recruiting easy, but it also ensures that a company or organization gets the best.
Personality tests are usually a great way to assess how an individual is and how they can perform. In most cases, it must be accompanied by other methods like structured behavioral interviews. Seeking to get how an employee can perform can also be achieved by asking for work samples and in-basket exercises (Cloutier & Pemberton, 2017). On the other hand, incorporating testing skills and cognitive assessment could be important in predicting how an individual can perform. Creating profiles of the best performers encourages the rest of the employees towards becoming top performers (Noe et al., 2017). Lastly converting temporary workers to permanent ones encourages them to be more productive in their work. Overall, this requires a comprehensive approach that can help get the best
Hiring and creating a robust team to use when expanding and sustaining operations is an important process that cannot be taken lightly. In as much as getting the right mix of employees is worth it, the process of getting the employees and workers matters in a great way. Taking shortcuts in such vital methods might be detrimental to the overall company as it could waste all the gains made by the company. It is challenging to ascertain how strong a company or brand will be if they cannot manage a hiring process successfully. Expanding and getting into new markets and territories is important for growth but the process must be managed to ensure that it does compromise the values and principles of the company. In
Conclusion, it is important to acknowledge that different organizations will follow a different path in the process of hiring the employees, all this depending on what they seek to achieve in long term and short term.
Cloutier,O.,Felusiak,L.,Hill,C.,&PembertonJones,E.J.(2015).TheImportanceofDeveloping StrategiesforEmployeeRetention.Journalof Leadership,Accountability&Ethics,12(2).
Goldstein, H. W., Pulakos, E. D., Passmore, J., & Semedo, C. (2017). The Psychology of Employee Recruitment, Selection, and Retention. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, 1.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Russell, S., & Brannan, M. J. (2016). “Getting the Right People on the Bus”: Recruitment, selection, and integration for the branded organization. European Management Journal, 34(2), 114-124.
Thesis Statement: Teamsofworkforcethathaveallsetsofskillsandextensiveexperiencesarebelievedtobebetterintakingacompanyororganizationtogreaterheights.
iii. Long term Recruitment Plan