Recruitment and Selection Strategies for Clapton Commercial Construction

1649 Words Apr 13th, 2015 7 Pages
Recruitment and Selection Strategies for Clapton Commercial Construction
Jane Winter
April 6, 2015
Les Colegrove

Summary Atwood & Allen Consulting has been retained by Clapton Commercial Construction (CCC) to assist them with their expansion into the Arizona market. We are in the final stages of assisting them with their transition, and the final step is to discuss recruitment and selection strategies for the expansion. We will provide details on how to proceed with recruitment and selection of employees to find the best candidates for their organization. Meticulous consideration and planning of staffing requirements, and the steps involved to find the ideal candidate with the right skill set is one of the most
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160). There are several selection methods to choose from when looking to hire new employees. Let’s explore these one can see how they may affect decisions to hire. First, there is passive non-discrimination, this method treats all sexes and races equally in regards to hiring practices. There is no attempt to recruit minority applicants actively. This method does not observe the history of discriminatory practices and may block candidates from seeking job opportunities. Second, pure diversity-based recruitment, this is a planned effort by the organization to expand the pool of candidates so that no one is ruled out based on past or present discrimination. And lastly, diversity based recruitment with preferential hiring. This method of selection goes one step further than pure-diversity based recruitment and favors ethnic minorities and women for hiring and promotions. This process is also referred to as the soft quota system (Farooq, 2011). Atwood and Allen Consulting would recommend the pure diversity method for CCC. The decision to choose one individual over another must be made based on multiple factors. The Supreme Court has ruled that staffing decisions must be made on a case-by-case basis, sex, race, age and other factors must be considered but ultimately the decision to hire or promote is based on the most qualified individual (Cascio, 2013). The United States

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